Sustainable Development Of Organization Research Articles

Circular Economy and Contributions to Sustainable Development in the Organizational Context

Objective: To analyze the contributions of the circular economy to sustainable development in the organizational context. Methodology: The research used an integrative literature review to investigate the relationship between circular economy and sustainable development in organizations. The studies were selected based on relevant keywords in academic databases, focusing on Brazilian articles published between 2023 and 2024. After the selection, a qualitative analysis of the data was conducted to identify patterns and trends, contributing to a deeper understanding of the topic. Results and data analysis: The analysis of the studies highlights the importance of the circular economy in the contemporary organizational context, highlighting its relevance to promote sustainable development and mitigate negative impacts on the environment and society. The transition from the traditional linear model to the circular one redefines not only supply chain dynamics, but also challenges the culture of consumption and unrestricted disposal by promoting resource reuse, recycling and remanufacturing. However, its implementation requires operational changes and the support of organizational leaders, tax and legislative incentives, as well as greater awareness and dissemination of information about its practices and benefits. The need for more in-depth studies, especially in the Brazilian context, is highlighted, as is the importance of consumer education on sustainable packaging and the integration of reverse logistics practices. Such an approach not only promotes environmental sustainability, but can also generate significant economic benefits for businesses. The studies also highlight the adaptation of circular economy concepts to different sectors, such as textiles and clothing, highlighting their tangible benefits, such as reducing waste and creating sustainable business opportunities. However, the journey towards the circular economy faces challenges such as effective waste management and stakeholder awareness. Conclusion: Thus, the conclusions emphasize the need for continued engagement of businesses, governments and consumers to promote a successful transition. By adopting this approach, organizations contribute not only to the preservation of the environment and social well-being, but also to a more sustainable and economically prosperous future.

Digital transformation of the agricultural industry: Behavioral decision-making, influencing factors, and simulation practices in the Yunnan highlands

Motivating the agricultural industry to engage in digital transformation is a challenge academically and socially. It is of great significance to study the choice of digital transformation mode of agricultural industrial organization and analyze its driving factors for promoting the sustainable development of agricultural industrial organization. This study adopts a bilateral evolutionary game to construct a decision-making model for behavioral decision-making during the digital transformation of the agricultural industry. The contingent-actual logical framework and multiple case studies of Yunnan highland agriculture are used to explore the impact of various factors on behavioral decision-making during the digital transformation of the agricultural industry. Additionally, a simulation analysis is used to verify the validity of the bilateral evolutionary game model. The results demonstrate that: (1) When the agricultural industry chooses “active transformation,” behavioral decision-making during the digital transformation of the agricultural industry reaches a Nash equilibrium; (2) transformation costs, industry revenue, and reward and penalty mechanisms are the main driving factors for whether or not the agricultural industry chooses to actively engage in digital transformation; and (3) the probability of active digital transformation increases when agricultural industry organizations obtain higher returns at lower costs. Simultaneously, the higher the government's incentives, the greater the enthusiasm. However, when the penalty is excessive, the digital transformation takes the shape of either passive transformation or forced active transformation. Subsequently, it is necessary to improve the digital transformation planning of the agricultural industry, strengthen this field's cooperation mechanism, and formulate a reasonable reward and penalty system for digital transformation.

Visionary leadership and innovative mindset for sustainable business development: Case studies and practical applications

This study investigates the significance of visionary leadership and innovative leadership mindset on organizational sustainable development. The study investigates five case examples of business leadership to answer the research question of how the three-way interaction between visionary leadership, innovative leadership mindset, and business leadership approach may contribute to an organization’s sustainable development. The main argument is that the three-way interaction is considerable for the continuous development of an organization. This study uses the purposeful sampling strategy that matches the aim of the study. Therefore, five case examples from five different industries (the technological industry, the airline industry, the mining industry, the banking industry, and the automotive industry) have been selected intentionally to understand the study argument and to gather information that will answer the research question. The analysis highlighted key qualities of visionary leadership, innovative leadership mindset, and the five leadership approaches. The study infers that the proper match between the performed leadership approach and the existing visionary leadership and innovative mindset can create a unique organizational identity that serves its differentiation and continuous development.

Construed Organizational Ethical Climate and Whistleblowing Behavior: The Moderated Mediation Effect of Person-Organization Value Congruence and Ethical Leader Behavior.

An organizational ethical climate enhances the degree of collaboration and cohesion among employees and facilitates the development and interests of organizations. Such roles lead to organizational sustainable development and survival. Therefore, the importance of ethical climate in organizations is becoming increasingly apparent. In this background, this study aims to explore whether an organizational ethical climate can improve whistleblowing behavior and the mediating role of organizational identification in promoting whistleblowing behavior. Most previous studies have only focused on the mediating or moderating role of the model. This study expands the research field, adds the dual moderation of person-organization value congruence and leader ethical behavior, and verifies two moderated mediation models. Overall, the purpose of this study is to determine the behavior of employees under the influence of an organizational ethical climate and, on this basis, propose suggestions for strengthening organizational ethical climate, expanding the scope of research on organizational climate and providing a theoretical basis for related research. In order to achieve the research goals, the data were collected from 344 Chinese SMEs for empirical analysis. The results showed that an organizational ethical climate has no direct impact on whistleblowing behavior but could have a positive effect on whistleblowing formation through the mediating variable of organizational identification. In addition, person-organization value congruence and leader ethical behavior significantly moderated the mediating role of organizational identification between organizational ethical climate and whistleblowing behavior. Finally, the directions that can contribute to future research were suggested.

Formation of leadership in the management of nuclear safety projects

This article examines the concept of syncretic innovation project management and its importance in today's business environment. Syncretic management is defined as an approach that combines different methods, tools and knowledge to achieve success in innovative projects. The article examines key aspects of syncretic management, such as knowledge integration, the use of different methodologies, the formation of cross-functional teams, the involvement of external resources, and many others. The influence of syncretic management on the effectiveness of innovative projects is studied and its role in promoting the sustainable development of organizations is emphasized. The article also provides examples of successful implement ation of syncretic management in various areas of business and emphasizes the relevance of this approach in the modern world of innovation. Creating value in project management is a fundamental goal for organizations seeking to achieve their strategic goals and meet stakeholder expectations. This article examines the concept of value creation through the lens of consistent project management, also known as the waterfall approach. Sequential project management is a structured methodology that divides projects into distinct phases, emphasizing careful planning, risk mitigation, quality assurance, and clear documentation. Creating value through consistent project management involves achieving a balance between structured planning and adaptability. The choice of project management methodology depends on the nature of the project and the readiness of the organization for a structured, consistent approach. Ultimately, the pursuit of value through project management is a continuous journey led by project professionals and organizations committed to delivering successful projects that meet strategic goals and stakeholder expectations.

Sustainable organizational development and human capital in the context of soft systems methodology

Sustainable organizational development and human capital in the context of soft systems methodology

An Empirical Study Concerning Educational Institutions on the Effects of Green HRM Practices on Employee Retention and Organisational Sustainability

Green Human Resources Management involves adapting traditional HR practices to incorporate environmentally sustainable approaches. While this concept has been widely embraced in corporate settings, its adoption in educational institutes (EIs) remains relatively new. Through an extensive review of existing literature, this study has identified challenges related to GHRM strategies, concerning policies, associated with procedures, and few challenges in establishing GHRM rules within EIs. The aim is to examine and understand the interconnections between major and minor challenges in implementing GHRM practices in educational contexts. However, the effective implementation of these initiatives remains a challenge. This research paper aims to shed light on the various Green Human Resource Management (GHRM) activities undertaken by educational institutions in existing literature review from 25 Papers. By doing so, it seeks to underscore the significance of GHRM in contributing to the sustainable development of organizations. Implementing a robust Green Human Resource Management system can raise awareness among management and staff about waste management, resource reduction, and campus cleanliness. Employee happiness and other stakeholder satisfaction may increase as a result, motivating workers to increase productivity. Significant obstacles to the adoption of GHRM include the need for sustainable GHRM practices in educational institutions, benchmarks for determining accountability that take the policy into account, appropriate course curricula in universities that focus on GHRM practices from a procedural standpoint, and transparency in EIs from a regulatory perspective. In further research, the outcomes of the reported results might be expanded upon through cross-sectional and cross-cultural studies.

Advancing Corporate Social Responsibility: Development of a Measurement Scale Unveiling Organizational Citizenship Behaviors in Culturally Diverse Environments

Abstract Objective The modern concept of corporate social responsibility (CSR) is increasingly becoming integrated into the practices of organizations. One of the distinctive individual competencies in CSR is the ability to work in a multicultural environment. This study proposes a suitable empirical measurement tool that facilitates understanding organizational citizenship behaviors focused on cultural diversity (OCBCs). Methodology To validate the OCBC measure, 980 participants completed the questionnaire (n = 980). An exploratory factor analysis (EFA) was conducted on one part of the sample as a prerequisite to a confirmatory factor analysis (CFA) on the other part of the sample. Finding This tool enabled the identification of two main types of OCBCs: cultural initiative and cultural helping. These actions enhance organizational practices for integrating cultural diversity and promoting diverse cultural values. Value Added This study furthers the understanding of OCBCs and the role of individuals in culturally diverse contexts. This study contributes to international human resource management research and practice by developing an instrument for use in expatriate contexts or in those associated with organizational cultural diversity. It provides a deeper look at OCBs and contributes to the scientific literature on the role of human resources in promoting sustainable development in organizations. Recommendations The OCBCs measurement tool could assist human resource managers seeking to encourage and facilitate the performance of appropriate OCBCs in the workplace. This performance will allow OCBCs to facilitate informal learning.

Sustainable human resource management: the perspectives of Italian human resource managers

Over the past two decades, sustainable human resource management (sustainable HRM) has emerged as a new approach to human resource management. Sustainable HRM takes a stakeholder-inclusive perspective to ensure the sustainable development of organizations along multiple objectives (financial, social, environmental, and organizational). Human resource (HR) managers are key actors in sustainable HRM implementation. However, how these important stakeholders perceive sustainable HRM remains understudied in the growing literature. This qualitative study explores how 32 HR managers in Italy construct the meaning of sustainable HRM and perceive their roles in and the barriers to implementing a sustainable HRM strategy. The findings reveal that Italian HR managers interpret sustainable HRM in line with the triple bottom line sustainability framework but give particular prominence to the social dimension. We develop a framework of HR managers’ roles in the sustainable HRM paradigm comprising sustainability strategy owners, social innovators, corporate social responsibility (CSR) partnership architects, genuine employee champions, and administrative experts. Additionally, we develop a model of the barriers to sustainable HRM adoption. This study advances the sustainable HRM literature by providing a contextualized, country-specific understanding of sustainable HRM and frameworks for the roles of HR managers under a sustainable HRM paradigm and the barriers to its adoption.

Sense of Place and Sustainable Development: The Case of a Tibetan Luxury Enterprise

This study investigates how sense of place guides organizational sustainable development practices. Despite global phenomena, sustainable development challenges such as poverty and climate change are locally experienced and require local actions. Sense of place, which focuses on local phenomena, offers rich potential to understand organizations and sustainable development practices. This article presents an in-depth case study of Norlha Textiles, an enterprise implementing sustainable development practices in a nomadic village on the Tibetan Plateau. I apply an ethnographic approach to data collection through 3 months of fieldwork. I identified two forms of sense of place: emotional attachment and functional dependence, which can be disembodied from or embodied in the biophysical place. Then, I theorized organizational sustainable development practices in three pathways: maintaining, developing, and transforming place. This study advances organization studies on sense of place and sustainable development.

The evolution of human capital management and HR technologies in the digital economy

Managing human capital and HR technologies is crucial in transitioning to a digital economy. It ensures organizations can adapt to rapid technological changes, develops skills and competencies for practical work in the digital environment, and supports a culture of innovation and continuous learning. Effective human resources management enables organizations to implement innovations faster, enhance productivity, and maintain resilience in the dynamic digital landscape. The article aims to substantiate the changes occurring in human resources management approaches under the influence of digitization, identify new tools and technologies in the HR field that help improve personnel efficiency, and examine the impact of digital innovations on corporate culture, motivation, and employee development. The research aims to identify critical trends and challenges faced by HR professionals in new economic conditions and develop recommendations for adapting management strategies to the needs of the digital era, thereby ensuring the sustainable development of organizations and preserving their competitiveness. The research draws on works by domestic and international authors focused on exploring the concept of the digital economy and HR technologies in the context of the digital economy. Scientific methods such as theoretical generalization and grouping (to form the substantive content of the concepts), formalization, analysis, and synthesis (to define the components of HR technologies in the digital economy), and logical generalization of results (formulating conclusions) were employed in the research process. It is determined that the evolution of human capital management in the digital economy occurs against the backdrop of rapid technological changes that fundamentally transform approaches to work, communication, and management in organizations. The transformation of HR technologies in the development of the digital economy is justified as a vital aspect of the development of business structures seeking to adapt to modern challenges and requirements. Digitization is changing traditional approaches to personnel management, selection, training, evaluation, and motivation, introducing innovation and efficiency into all aspects of HR. However, the evolution of human capital management poses challenges for HR professionals, including the need for continuous learning, adaptation to new technologies and tools, and ensuring data protection. Further research will analyze the challenges and opportunities facing Ukrainian organizations and employees in the context of global digital changes. Studying this issue can contribute to developing strategies for adapting human capital management to the needs of the digital economy, which is crucial for ensuring the country's competitiveness internationally. Keywords: digital economy, human capital, HR technologies, human resources management, digital transformation.

Integrating career counseling into corporate social responsibility for workplace inclusion

This research explores the intricate interplay of Corporate Social Responsibility (CSR), workplace inclusion, and career counseling, aiming to integrate these elements for enhanced organizational dynamics. The study delineates the challenges and considerations associated with fusing career counseling into CSR initiatives, emphasizing the need for a balanced approach. Strategies such as embedding counseling in training, mentorship programs, and diversity initiatives are proposed. The intersection of CSR, workplace inclusion, and career counseling presents a promising framework for building a diverse, inclusive, and socially responsible workplace culture. The conclusion emphasizes a holistic, ethically guided, and adaptable approach, providing recommendations for successful integration and fostering sustainable organizational development.

Employee Motivation and Outcomes of Developing and Maintaining High-Quality Supervisor–Subordinate Guanxi in Hotel Operations

Dyadic leader–follower relationships play a significant role in sustainable development of labor-intensive and service-oriented organizations. The purpose of this study is to assess employees’ motivation and outcomes of developing and maintaining high-quality supervisor–subordinate guanxi in Chinese hotels. A survey was undertaken in four- or five-star hotels, with a total of 318 matched employees-supervisor completed responses used for data analysis, which was conducted using SPSS Statistics and SmartPLS. The study’s results show that affection and obligation significantly motivate employees to develop and maintain supervisor–subordinate guanxi, which in turn contributes to the desirable task performance delivery and supervisor autonomy support. Furthermore, the study confirms the mediating roles of supervisor–subordinate guanxi and task performance. This work extends guanxi research and is among the first to identify why hotel employees are motivated to develop and maintain high-quality supervisor–subordinate guanxi based on the contextualization of self-determination theory and Chinese cultural elements.

Leader's Machiavellianism and employees' counterproductive work behavior: testing a moderated mediation model.

Counterproductive work behavior wastes organizational resources and significantly damages organizational development. The importance of employees' counterproductive work behaviors in organizations is becoming increasingly obvious. This is directly related to the sustainable development and survival of organizations. This study believes that employee's behavior is closely related to leadership style. In particular, employees' in small- and medium-sized enterprises are often manipulated and deceived by leaders, resulting in dissatisfaction and counterproductive work behavior. In order to address this behavior, this study collected survey data from 289 employees from Chinese SMEs to explore the relationship between perceived abusive supervision and organizational political behavior in Machiavellian leadership and counterproductive work behavior. The results suggest that Machiavellian positive influence counterproductive work behavior through a mediating role of perceived abusive supervision. Furthermore, leader organizational political behavior moderates the indirect effect of perceived abusive supervision such that the effect is stronger when leader organizational political behavior is high. This study aimed to identify the variables that increase employees counterproductive work behavior, propose recommendations for reducing employees' counterproductive work behavior, expanded the scope of counterproductive work behavior research, and provided a theoretical basis for related studies.

Transformasi Organisasi: Peran Vital Kepemimpinan dalam Pengembangan Organisasi IPPNU di Desa Durung Bedug Sidoarjo yang Berkelanjutan

This research discusses the vital role of leadership in the transformation of the IPPNU (Ikatan Putra - Putri Nahdlatul Ulama) organization in Durung Bedug Village, Sidoarjo, which aims for sustainable organizational development. The research method used is qualitative analysis through observation, interviews, and document analysis to explore the impact and effectiveness of leadership in driving positive changes in organizational structure and work culture. The findings show that the vital role of leadership becomes a key factor in facilitating collaboration, innovation, and commitment of members to achieve organizational goals. Adaptive and inclusive leadership has driven significant transformation within IPPNU, creating an enabling environment for sustainable growth. This research provides insight into the importance of the vital role of leadership in steering the organization toward sustainable development. The implications of this research involve the need for further recognition of the type of leadership that supports positive and sustainable change in the context of religious organizations such as IPPNU. In conclusion, the vital role of leadership is essential in stimulating the growth of an organization that is adaptive and relevant amidst the changing times.

ДИАГНОСТИКА ПСИХОФИЗИОЛОГИЧЕСКОГО ПОТЕНЦИАЛА РАБОТНИКОВ: ИНТЕГРАЦИЯ МОДЕЛИ ДЕЯТЕЛЬНОСТИ Д. КОЛБА И КЛАССИФИКАЦИИ ТЕМПЕРАМЕНТОВ «ПРИОРИТЕТ»

Psychophysiological potential of employees is the basis for the formation and develop-ment of other components of labor potential. The article considers the problem of effective use of labor potential of employees by creating a methodology for diagnosing the temperamental characteristics of psychophysiological potential of personnel. As a solution it is proposed to combine the model of training D. Kolb and the classification of temperaments “Priority”, which allows to significantly improve the accu-racy of diagnosis and increase the number of distinguished types of workers. The resulting classification contributes to a better understanding of the behavioral characteristics of employees, which increases the efficiency of their use and opens new opportunities for creating highly effective teams and sustainable development of organizations.

Digital design in the HRM system as a component of the sustainable development strategy

The article is devoted to digital design in the human resource management system and its role in the implementation of the organization's sustainable development strategy. Digitalization of the Russian economy in the field of human resource management is becoming increasingly popular, opening up broad prospects for the economic growth of enterprises and stimulating competition in the market. In turn, the focus on digital transformation of the HRM system is reflected in the strategic management of the enterprise. The purpose of the work is to analyze digital design in the HRM system as a component of the strategic management process in the light of the sustainable development of the organization. A systematic approach was chosen as the leading approach to the research, considering the process of digital transformation as a complex and, at the same time, holistic phenomenon included in the organization’s’s management system. During the research, an analysis of the dynamics of digital transformation implemented in the form of projects in the field of HRM was carried out, trends in the digitalization of personnel management processes were identified, segments of digital design in the HRM system were identified, the main suppliers of digital design solutions were indicated, drivers and problems of digitalization of HRM systems were noted, and the role of digitalization of the HRM system in the sustainable development strategy.

Corporate social responsibility: A key driver of sustainable development in China's post-COVID economy.

The first goal of this research was to measure the impact of corporate social responsibility (CSR) on the sustainable development of an organization. However, the second objective examines the moderating influence of government policies, cultural norms, and stakeholder expectations on the relationship between CSR and an organization's sustainable development. This research primarily focused on the enterprises operating in the energy industry in Beijing. A sample of 498 individuals holding management positions within these enterprises was collected. The study's results established that CSR significantly influences the sustainable development of firms. Moreover, the results revealed that governmental regulations, cultural norms, and stakeholder expectations play a significant and positive role in moderating the impact of corporate social responsibility on the sustainable development of companies. The results of this study make a valuable contribution to the existing body of literature on CSR and its impact on the sustainable performance of enterprises in China.

An empirical assessment of the influence of digital transformation on sports corporate sustainability.

The trend of digital transformation fosters enterprise change, helps cultivate enterprises' own competitive advantages and is crucial to the advancement of sports enterprises' sustainable development in the framework of the emerging digital economy as a national strategy. However, there have been few empirical studies on the microlevel of digital transformation and its impact on the sustainability of sports organizations. Therefore, the sustainable growth dynamic model is used to construct indicators of corporate sustainability by referencing 48 sports corporations listed on Shanghai and Shenzhen A-shares markets and the New Third Board in China from 2012 to 2021. The intrinsic relationship between digital transformation and the sustainable development of sports enterprises and the underlying mechanism of action are explored by constructing a panel fixed effects model, a chain mediating effects model, and a panel threshold model. The most important contribution is as follows: To provide a useful reference for analyzing enterprise digital transformation, a more complete indicator indicating the extent of corporate digital transformation is built. The micro viewpoint broadens our awareness of sustainable development in sports organizations and deepens our understanding of the interaction model between sustainable development and enterprise digital transformation. This study provides methodical evidence and insights for an accurate understanding of digital transformation for sustainable enterprise development, looking into the "black box" of the mechanism between digital transformation and sustainable business development. The results show that digital transformation significantly aids sports enterprises in their pursuit of long-term sustainability. Heterogeneity tests demonstrate the pivotal role of digital transformation in advancing the sustained growth of sports firms and high-tech sports enterprises situated in the eastern region of China. Regarding transmission mechanisms, the chain mediating effect of enterprises' digital transformation on improved technological innovation and TFP, which in turn promote long-term business growth, has yet to be validated. Further examination exposes that within the context of the correlation between digital transformation and the sustainability of corporations, there is a single threshold effect based on financing restrictions and operational costs and a double threshold effect based on operational efficiency.

Управление устойчивым развитием предприятия с использованием инструментов социального инвестирования и «зелёных» финансов при реализации концепции социально-этического маркетинга

This work examines the implementation by commercial enterprises and organizations of the concept of sustainable development, which is so relevant at present, with the help of such innovative financial instruments as “green” financing and social investment; the possibility and effectiveness of their use in the practice of managing a commercial organization is substantiated. The purpose of the presented research is to determine the possibility and economic feasibility of using such financial instruments as “green” finance and social investment in the practice of managing a commercial organization. The object of the study is the EFKO group of companies (RF, Belgorod region) – one of the largest food companies in the Russian Federation, the subject is “green” finance and social investments as innovative financial instruments that ensure the sustainable development of a commercial organization and an indicator of its effective management. According to the results of the study, it was established that for 30 years the company under study has been carrying out effective commercial activities, while carrying out active social investment, the object of which is both the internal environment of the organization (personnel, internal infrastructure, etc.) and the external environment (active environmental management, development territories, charity, etc.), ensuring the implementation of the concept of sustainable development. At the same time, it has been established that against the backdrop of an increase in the volume of investments for the implementation of social goals and objectives, there is a positive trend in the main indicators of economic activity and basic financial indicators. The forecast of the main performance indicators of the Group of Companies also allows us to draw a conclusion about the feasibility of implementing social investment, in general, and “green” financing, in particular, since against the backdrop of growing investments in their implementation, the forecast is positive. Undoubtedly, the practice of “green” financing and social investment is a tool for creating and maintaining a positive image and business reputation of the company, which is confirmed by the high results of an independent rating assessment, which has a positive effect on the investment attractiveness of the company and its competitiveness, and allows for a permanent increase in operational efficiency.