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Alexander-Stamatios Antoniou and Nikos Drosos

Traditionally, the UK has been at the vanguard of Corporate Social Responsibility (CSR) with its focus on workplace standards, sustainability and environmental issues. As such, the histories of CSR in the UK and EU are traced back and commonalities highlighted. The advent of Brexit carries a range of potential outcomes, which include the prospect of curtailed initiatives in the face of any subsequent economic downturn, with implications for both the UK and EU.

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Nikos Drosos and Alexander-Stamatios Antoniou

Uncertainty facing the higher education sector in the UK and its former collaborators across the EU stems from a range of Brexit-related sources. Whether bringing into question the status and desire of university employees from the EU to work in the UK or serving to deter applications from the third of overseas applications to UK universities who are EU citizens, the prospect of a Brexit ‘brain-drain’ is both unwelcome and undesirable. This chapter considers the successes to date of Europe-wide collaboration in the university sector, considering the significant role of research funding and cooperation. In light of the global challenges facing humankind, the need for such important partnerships to continue to deliver key knowledge for all our benefit could not be greater.

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Nikos Drosos and Alexander-Stamatios Antoniou

The present study aims at investigating Greek female managers’ attitudes toward women managers and their correlation with various personal characteristics, such as age, family status, education level, work experience, and managerial experience. Furthermore several beliefs of female managers regarding gender’s influence on career development are examined. A total of 376 female managers who are employed in Greek private companies participated in the study. The “Attitudes Towards Women Managers – ATWoM” was used to assess attitudes toward women as managers and the “Gender and Authority Measure – GAM” was used to measure preference for male versus female authorities. The results of the study suggest that in general female managers do not prefer one gender over the other in respect of authority figures. Additionally, attitudes toward women managers as assessed by ATWoM were moderate to slightly positive. Demographic data were found to have an impact on participants’ attitudes toward women. Results are discussed in terms of their practical implications.

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Alexander-Stamatios Antoniou, Nikos Drosos and Mara Kourtoglou

This chapter investigates several aspects related to women leaders’ career development in unstable economic environments. The study is conducted in Greece which has faced very hard austerity measures due to the recent economic crisis. The sample consisted of 303 women who currently hold a managerial position in the private sector. Leadership style was measured using two different psychometric tools: the MLQ and the LMX-7. Career self-efficacy was measured using the Perceived Self-Efficacy in Career Scale and job insecurity was assessed by the Job Insecurity Scale. The study confirms the anticipated correlations between the various psychological constructs. Job insecurity is negatively correlated with all factors of both career self-efficacy and transformational leadership. Nevertheless, correlation coefficients are rather low. Career self-efficacy is positively correlated to transformational leadership. Intellectual stimulation was highly correlated with all self-efficacy components and especially with creativity. Results are discussed in terms of their practical implications.