Sustainable Development Of Organization Research Articles

Validating the Causal Relationship between Quantum Leadership and Employee Innovation Performance from the Perspective of Organizational Sustainability

In the quantum era, the rapid development of enterprises cannot be separated from the efforts of employees, and the improvement of employee performance is also closely related to the behavior and attitude of organizational leaders. Quantum leadership, as a new leadership paradigm, differs from traditional Newtonian classical mechanics in that it emphasizes wholeness and interconnectedness, considers new ideas as the key to success, and values complex changes in the organizational environment, thus helping the organization provide sustainable development in the future. In addition, quantum leadership is able to manage in chaotic and potentially uncertain environments, encouraging employees to explore new ideas for solving problems, stimulating enthusiasm and motivation for innovation, and thus improving the level of employee performance. In particular, as the importance of innovation performance has been emphasized, it has been considered as a key variable in driving and promoting sustainable organizational development. Moreover, this study is different from previous studies that validate traditional leadership. We focus on an emerging type of leadership that distinguishes itself from traditional leadership—quantum leadership—which is a leadership model that is currently receiving a lot of attention. In the uncertain future environment, quantum leadership is gradually becoming a key factor for business growth and plays an important role in the survival and development of organizations in the future environment. Based on this research background, this study argues that quantum leadership is closely related to employee innovation performance. This study examines whether quantum leadership improves employee innovation performance and the sequential multiple mediating effects of organizational intelligence and knowledge sharing. Most of the previous studies focused only on the mediating or moderating role of the model. This study expands this area of research by incorporating the moderating role of innovative culture and validating its effects. This finding explores the development of quantum leadership and provides a theoretical foundation for related research. In addition, this study collected data from 345 employees of Chinese SMEs in the context of the fourth industrial revolution. These results suggest that quantum leadership positively affects innovation performance. Organizational intelligence and knowledge sharing have multiple serial mediating effects on quantum leadership and innovation performance. Moreover, the interaction between innovative culture and knowledge sharing improves employees’ innovation performance. Therefore, this study clarifies the causal relationship between quantum leadership and innovation performance through theoretical and validated research models. It lays the foundation for the sustainable development of organizations in the future.

Guideline for Promote Basketball Club in Shaanxi China

Background and Aims: To further enrich the learning life of students and cultivate talents with all-round development in ethics, intellect, physicality, social skills, and aesthetics, the State issued the Opinions on Further Reducing the Burden of Homework on Students in Compulsory Education and the Burden of Out-of-School Training. The "double reduction" directly restricts the size of subject-based out-of-school training organizations and reduces the number of hours they conduct extracurricular training, which can greatly impact out-of-school training organizations. Based on the development of extracurricular training institutions in Xi'an, Shaanxi Province, this study examines the strength of the correlation between the policy context and the development of local sports training institutions. The "Double Reduction" policy refers to the state's efforts to reduce the extracurricular burden on students and the economic pressure on parents while promoting the all-round development of students. As the sports environment improves and schools pay more attention to physical education, the development of basketball training institutions in the policy context is also worth studying. Understanding the development of youth basketball training institutions in Xi'an, Shaanxi under the double reduction policy can provide reference and guidance for cultivating excellent basketball reserves in Xi'an and promote improving China's basketball level. Youth basketball training institutions are an important base for cultivating excellent basketball reserve talents, and understanding their development in the context of the double-reduced policy can help assess the effect of the existing training model on talent cultivation and put forward suggestions for improvement. Methodology: This paper focuses on the youth basketball training institutions in Xi'an, Shaanxi Province, and adopts the questionnaire survey method and interview method to conduct research. Using the 4M theory and POLC theory, 270 samples, including 20 managers, 50 coaches, and 100 students and parents each, were selected and studied by questionnaire survey method. Summarize the development status and give specific development measures. Finally, the results of the study were given to nine experts for evaluation to obtain a high-quality, scientific management guide for the sustainable development of basketball training organizations in Xi'an, Shaanxi Province. Results: The measures were screened and finally six specific management guidelines were identified after expert evaluation and recommendations, which were accepted by the experts after validation, and the feasibility of the specific measures was verified. Conclusion: The study finds that the release of policies has a significant impact on the development of organizations. The release of policies may trigger changes in the competitive landscape of the basketball training organization industry, and the changes in the market prompt basketball training organizations to improve their strengths to adapt to the new rules of competition. However, it can also provide guidance and direction for the development direction and focus of basketball training organizations, prompting them to transform and upgrade to grasp new development opportunities. Stricter regulatory standards and requirements have prompted basketball training institutions to strengthen compliance management and improve service quality and standardization.

Teleworking As A Form Of Incremental Innovation In The PublicService

The widespread use of teleworking in the public sector has been mandatory during the COVID-19 pandemic, althoughthere were successful experiences in the public sector in the pre-pandemic period. This theoretical article, of a reflective and interpretive nature, aims to show that teleworking can be seen as an innovation to an existing product or service. In this way, it was possible to infer that teleworking, being a form of incremental innovation, can provide a viable alternative to face-to-face work and contribute to the sustainable development of organizations, as well as improving their processes through the use of technological tools. The research suggests that more studies be carriedout on the subject, focusing on analyzing the results of its implementation. A bibliographical review was used to carryout the research.

Bankruptcy and bonity models use for the prediction of the mining organization development

Nowadays, due to the worldwide crisis, there is a necessity to predict and make a prognosis for the future development of the companies from the view of their financial health. Mainly mining organizations in Slovakia face a problem with creditworthiness when a number of companies declared bankruptcy. The paper has the ambition to predict development in chosen Slovakian mining organization through the most used bankruptcy and bonity models, which brings results, serving for comparing with companies in time and sector. The results were evaluated according to the individual areas of financial position that influenced the development the most. Such results are profitable for the sustainable development of mining organizations together with providing the energetic independence of the countries.

Digitalization as an element of the system of business model building in the management of entrepreneurial projects within the concept of sustainable development

Aim. To develop recommendations for the implementation of digital tools in the management of entrepreneurial projects to realize the strategic model of projective social responsibility.Objectives. To propose the concept of projective social responsibility for small developing entrepreneurial projects in order to increase their economic efficiency in the long term; to substantiate the necessity of applying digital solutions in order to implement the concept of sustainable development of small business as the most promising strategy of market behavior.Methods. The authors used the methods of analysis, grouping and generalization, typologization, synthesis, tabular visualization.Results. The main digital solutions shaping ESGD-transformation are identified and their use in the resource industry is determined. The necessity of using digital solutions is substantiated and the concept of projective social responsibility for small businesses is proposed. Recommendations for the presentation and use of modern technologies related to sustainable development are formulated.Conclusions. Increasing the level of digitalization and implementation of the principles of sustainable development of organizations contributes to overall efficiency for all economic entities, regardless of the scale of their activities. Based on the reviewed sustainability reports, it is concluded that ESGD transformation is implemented in large companies. On the contrary, small businesses mainly belong to the reactive model of projective social responsibility. However, with the help of digital tools mentioned by the authors, small businesses can also reach a new level of strategic social responsibility.

Effects of Career Aspirations of New Generation Employees on Proactive Socialization Behavior

Organizational socialization of the new generation of employees has become a hot topic affecting the sustainable development of organizations. From the perspective of a proactive motivation model, the mechanism of career aspirations on new generation employees’ proactive socialization behaviors was explored. Three hundred three responses were gathered from an online survey. The results show that career aspirations were positively associated with proactive socialization behavior. Sense of hope played a mediating role in the relationship between career aspirations and proactive socialization behavior. Perceived organizational support moderated the relationship between career aspirations and a sense of hope. As employees’ perception of organizational support increases, the positive effect of career aspirations on a sense of hope is weakened. Our findings help to understand why new generation employees exhibit proactive socialization behavior and provide management insights for organizations to motivate new generation employees to take proactive socialization behaviors.

GREEN MANAGEMENT SYSTEM (GMS): AN OVERVIEW OF INTEGRATED ORGANIZATIONAL SUSTAINABLE DEVELOPMENT

As worldwide concerns about environmental sustainability grow, firms are increasingly turning to Sustainable Green Management Systems (SGMS) to reduce their environmental impact while enhancing operational efficiency, which includes emissions, effluent discharge, waste disposal, and energy efficiency, as a result of growing global concern over climate change and widespread awareness of environmental sustainability and cleaner production. This article provides a all-inclusive view of how GMS serves as a pivotal strategy for achieving Organizational Sustainable Development (OSD), encompassing environmental stewardship, social responsibility, and economic resilience. It investigates integrated approaches within SGMS, focusing on their conceptual frameworks, implementation methodologies, and potential implications for organizational sustainability. The research dives into the theoretical foundations of integrated approaches within SGMS, revealing the synergistic integration of Socio-economic elements. Organizations adopting a holistic view attempt to match their business objectives with sustainable practices, supporting long-term viability and resilience in a rapidly changing global landscape. This study investigates into the potential Merits and Demerits of using an integrated SGMS, While increased environmental performance, company reputation, and regulatory compliance are significant benefits, firms face challenges such as high initial investment costs, complex stakeholder dynamics, and restricted technology capabilities. This article provides helpful ideas for firms looking to implement integrated techniques in their SGMS. These include developing a sustainable culture, harnessing technical advancements, forming strategic collaborations, and adopting a long-term approach to sustainability integration.

DIGITAL CULTURE AS A COMPETITIVE ADVANTAGE IN THE SUSTAINABLE DEVELOPMENT OF ORGANIZATIONS

The article explores the concept of digital culture as a key component for organizations seeking sustainable development and competitive advantage in today's rapidly evolving business landscape. It delves into how embracing a digital culture within an organization can lead to enhanced efficiency, innovation, and overall performance. By fostering a culture that values digital skills, collaboration, and adaptability, companies are better equipped to navigate challenges and leverage opportunities in the digital age. There's no denying that there has been a noticeable increase in interest in recent years for solutions that support the sustainable development of organizations. In such a context, a key factor for increasing the efficiency of these processes is effective change management and its detailed knowledge. The management of human resources is affected by these management relationships, which guide it toward the strategic prioritizing of particular areas. However, given the evolving importance of technology and all of its associated aspects and activities, it is necessary to concentrate on identifying a new management paradigm, or digital culture. This is where we should also include the tendency, the primary driving force behind the changes, to be expressed in the understanding that increases in an organization's effectiveness have a direct connection to the human factor, and from there to innovative practices, talent management, motivational policies, and other aspects of personnel management. Therefore, in the search for sustainable development policies, human resources should be considered as organizational capital.

Integration of knowledge management processes into a dynamic organizational environment

The article is devoted to the study of the impact of intellectual resources in the form of knowledge bases on the sustainable development of organizations. In today's world, where Knowledge is a key resource for success, the integration of Knowledge Management becomes an important component to ensure organizational competitiveness. The study emphasizes that successful implementation of artificial intelligence and knowledge bases requires not only technological solutions but also cultural changes within organizations, particularly in the areas of learning culture and collaboration. The authors of the article investigate the processes of acquisition, combination, and protection of Knowledge as key components of organizational sustainable development. They point out that the ability to acquire and combine Knowledge allows organizations to realize their potential in value creation. Knowledge Management is presented as a strategic component aimed at increasing productivity and competitiveness. The article discusses higher-order capabilities, such as adaptability, absorptive capacity, and innovation capacity, which affect the ability of organizations to respond to changes in the external environment. The algorithm for Knowledge utilization in organizations describes a comprehensive intellectual platform for managing and optimizing processes in the dynamic organizational environment. The Knowledge Management system includes managed and managing components, where the managed system reflects current parameters and information, while the managing system provides data storage, learning, and ontological knowledge base. The ontological knowledge base includes a set of concepts, semantic relationships, interpretation function, and axioms. Knowledge base updates occur depending on changes in time and the addition of new concepts, relationships, and axioms. Generalized ER-diagrams illustrate the structure and interaction of the learning module with the results used to update the Knowledge base. The algorithm allows you to analyze the state of the system and make optimal decisions based on the accumulated Knowledge.

Evolution of the sustainable development concept in management and its business implementation in Ukraine

The article presents the systematization of the sustainable development concept in management with the differentiation of the next stages as corporate social responsibility, ESG-concept and management on the basis of sustainable development goals achievement. During the research, the dynamics and progress of sustainable development in Ukraine were analysed, challenges in the implementation of sustainable development by organizations were outlined. The practice of sustainable development of national and international organizations is highlighted; recommendations are offered to strengthen the effectiveness of sustainability management, in particular, taking into account the war in Ukraine.

Do higher education institutions contribute to countries’ SDG progress: Evidence from university rankings

The UN Sustainable Development Goals (SDGs) have become a universal call to action over the past few years and a basis for assessing the progress of sustainable development of countries and organizations. This paper aims to identify the relationship between the sustainable development activities of universities in different regions of the world, as reflected in the Times Higher Education Impact Rankings (THE IR), and the progress towards achieving SDGs of the countries in which these universities operate. The research methods were correlation analysis and robust regression tools, and parametric and non-parametric methods of variance analysis. The information base was the results of annual reports based on the THE IR and Sustainable Development Reports for 2017–2021. The results confirm the existence of directly proportional close correlations between the variables, while the regression analysis confirmed that a one-unit increase in the overall THE IR ranking score leads to a corresponding increase in the overall progress of countries in achieving SDGs (on average by 0.2-0.3 units) and SDGs 3, 8, 11, 16 in particular. It was also found that universities play a key role in achieving different SDGs in various regions. In Latin America, the Caribbean, the Middle East, and North Africa, universities are critical for SDG 17 achieving. In OECD countries, universities contribute most to SDG 3. Examples of the best practices that can be used as a guide for university administrations that are at the beginning of developing sustainable development policies are also given. Funding Inna Makarenko gratefully acknowledges support from the Jean Monet module project “Transparency. Accountability. Responsibility. Governance. Europe. Trust. Sustainability” financed by the Erasmus+ program (101085395 – TARGETS – ERASMUS-JMO-2022-HEI-TCH-RSCH).

Validation of an organizational sustainable development questionnaire: Exploring dimensions and implications

This study evaluates the concept and discriminant validity of an organizational sustainable development (OSD) questionnaire and discusses its practical implications. The OSD questionnaire measurement model is carefully validated using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Data analysis with well-established statistical methods reveals seven OSD dimensions: Continuous Improvement and Learning, Environmental Stewardship, Social Responsibility, Governance and Ethics, Economic Viability, Integration and Alignment, and Stakeholder Engagement. Fortunately, the questionnaire has strong construct and discriminant validity, making it a reliable OSD assessment tool. Despite encouraging results, this study is limited to a certain group and culture. Future study must validate broad populations and investigate the complex interactions between OSD characteristics and outcomes. This research provides a thorough conceptual framework and a rigorously tested assessment method to improve our understanding of OSD and enable more detailed studies of sustainable organizational practices.

Tax control as a tool to curb the shadow economy

Subject. Numerous scientific works in the field of tax administration are devoted to the problems of tax regulation, the imperfections of current tax legislation, as well as the identification of the causes of the functioning of the shadow economy and ways of tax evasion. However, the issues of economic security of the state and tax control in its provision have been little studied today, despite the entry into force in the legal field more than six years ago of the Decree of the President of Russia dated May 13, 2017 No. 208 "On the Strategy of Economic Security of the Russian Federation for the period up to 2030". Thus, the object of the study is tax control, the subject is the effectiveness of on–site tax control as a factor in identifying and suppressing shadow activities in order to ensure the economic security of the country and its public legal entities. Purposes. To summarize approaches to the definition of the term "shadow economy", to distinguish methods for identifying factors of business fragmentation and optimizing the tax burden. Based on the data obtained, we propose an approach to the tax administration process that allows us to quickly respond to "risk signals" in the process of selecting candidates for tax control measures and further conducting tax audits, with a high probability of their effectiveness.Relevance. Tax control is an important regulator of the economic security of the state. The issues of its improvement in order to increase its efficiency and effectiveness have been important at all times. Currently, issues related to the shadow economy are one of the urgent problems affecting the economic development of the country and the functioning of tax systems. Understanding the term "shadow economy" and developing effective counteraction methods are important for tax authorities and society as a whole.Methodology. In the existing conditions of the study, the analysis of the database of tax authorities is carried out (without providing information about taxpayers), the analysis of judicial practice, and methods of logical and statistical analysis are also used. Thus, in the course of the study, the works of foreign and domestic authors were analyzed in order to study the terms "shadow economy" and "business fragmentation". The data of statistical reporting of tax authorities are analyzed, the dynamics of efficiency and effectiveness of on-site tax control are analyzed. The arbitration practice of court cases on the application of business fragmentation schemes by taxpayers has been studied and analyzed, which made it possible to identify a number of distinctive features of business fragmentation from its optimization in order to ensure the sustainable development of organizations (taxpayers) and, based on these indicators, propose a methodology for identifying tax evasion schemes in order to select candidates for on-site tax control.Conclusions. The conducted research allows us to develop the theoretical aspects of such concepts as "shadow economy" and "business fragmentation". Having analyzed the works of domestic and foreign researchers, the author substantiates his definition of the concept of "business fragmentation". The author provides a system of the most significant indicators that can be fully taken as the basis for risk benchmarks signaling the use of fictitious tax optimization schemes by the taxpayer.

Digital technologies in personnel management

This paper examines the pivotal role of digital technologies in the transformation of personnel management within contemporary enterprises. As businesses increasingly emphasize efficiency, adaptability, and innovation, digitalization in human resources (HR) management is becoming indispensable. The integration of cutting-edge technologies such as Artificial Intelligence (AI), Big Data, Machine Learning (ML), the Internet of Things (IoT), and 5G within HR processes stands at the forefront of this transformation, enhancing productivity and fostering sustainable organizational development. The study focuses on several critical aspects of HR digital transformation including recruitment, employee development, performance evaluation, and engagement strategies. It systematically examines the impact of digital technologies on these HR functions and assesses how they contribute to creating a more effective work environment. The research underscores the potential of digital tools to not only streamline HR processes but also to enhance employee satisfaction and organizational efficiency. Empirical evidence from leading companies that have successfully integrated digital HR solutions suggests significant cost reductions and improved operational efficiency. The paper analyzes these cases to identify the benefits and challenges associated with HR digitalization. It further discusses the implications of these technologies on corporate culture and the overall workforce management. Ultimately, this article provides a comprehensive overview of the challenges and opportunities presented by HR digitalization. It offers insights into effective strategies for implementing digital transformations in HR processes, based on practical examples from industry leaders. The findings aim to assist organizations in making informed decisions about optimizing their HR operations through digital technologies, thereby enhancing their overall effectiveness and adaptability in the digital era.

Promoting Sustainable Development of Organizations: Performance Pressure, Workplace Fun, and Employee Ambidextrous Innovation

In the context of an economic downturn, organizations need to continuously improve their performance requirements for employees, and in the macro environment of intensified competition, organizations need to continuously motivate employees to innovate in order to seize development opportunities. Flexibly adjusting to the internal pressure of an organization while ensuring organizational vitality can promote employee adaptive growth and achieve sustainable development in the organization. However, the impact of performance pressure on employee ambidextrous innovation is currently unknown. Based on this, this article explores the positive effects of performance pressure in influencing employee ambidextrous innovation through job involvement from the perspective of Affective Events Theory and uses workplace fun as a moderating variable in order to analyze the internal logic of long-term motivation for employee ambidextrous innovation in organizations. This article conducted a survey and analysis of 362 in-service employees in enterprises and institutions and found the following: (1) performance pressure has a significant positive impact on employee ambidextrous innovation; (2) job involvement plays a partial mediating role between performance pressure and exploratory innovation; (3) workplace fun has a moderating effect on the relationship between job involvement and exploitative innovation, and the higher the level of workplace fun, the stronger the positive impact of job involvement on exploitative innovation.

From the Perspective of Resource Dependence, Why Do Micro-social Work Organizations Emerge from the Circle?

The diversity of social problems and people's demand for social public services are gradually showing a diversified trend, which raises people's expectations for social work. The traditional model of social work organizations can no longer adapt to the development of social work in the new social form. This paper discusses the development of social work organizations from the perspective of resource dependence. Through in-depth analysis of organizations of the same scale based on specific cases, it can be found that stable social resources are crucial to the survival of social work organizations, and resource diversification can promote the sustainable development of organizations. Therefore, social work organizations need to promote the diversification of social resources and reduce their one-way dependence on government departments. Increase autonomy.

Balancing and Analyzing Player Interaction in the ESG+P Game with Machinations

This work explores the balancing of an educational game to teach sustainable development in organizations by focusing on player interaction and employing strategies. Game success is a challenge that relies on balancing the relationships among its elements. Balancing is a complex process performed over multiple iterations, starting at game conception and continuing throughout development and testing stages. This work extends our previous case study, which did not consider player interaction for the game balancing. We built two models that contains all game mechanics using the Machinations framework. The first model includes elements that randomly produce, distribute, and consume resources, while the second model analyzes player interaction and implements four player strategies. We simulated these models in batch plays, analyzed game states, and adjusted game economies. The random model simulation achieved a victory rate of 40%, while the interactive model simulation with player strategies increased victory rates to values between 66% and 81%. These results show that player interaction and decision-making can be more decisive than randomness in achieving victory. Machinations contributed to enhancing the game, proved its usefulness for simulating complex models, and deepened our understanding of game dynamics, including player actions, potential deadlocks, and feedback mechanisms. This work supports other authors’ findings by demonstrating that balancing the game as early as possible in the development process, considering player interaction, makes the design feasible; and provides evidence that computer simulations, such as Machinations, benefit the game balance and improve the game design without the need to build a prototype and conduct extensive playtests.

Accounting graduates’ perceptions on sustainability

PurposeThis study aims to test whether the perceptions of graduates of accounting-related degrees on the implications of companies’ commitment to sustainable development strategies can be influenced by certain factors associated with their previous training and characteristics.Design/methodology/approachThe study is based on measuring and analyzing the assessment carried out by a sample of students graduating in degrees that include accounting subjects for five consecutive years, from 2016–2017 to 2020–2021, both inclusive. Nonparametric statistical tests are used to determine the type of association between the factors that characterize the graduates and their degree of agreement with the training they received and its relationship with their role in implementing corporate social responsibility (CSR) and sustainability strategies in the company.FindingsThe study’s significant findings reveal that the respondents’ perception of the training they received and their opinion of certain benefits provided by sustainable development and CSR strategies in organizations are positively related. This insight is crucial, as it suggests that the training graduates receive plays a pivotal role in shaping their understanding and support for sustainability. The respondents’ opinions do not vary depending on their personal and/or work characteristics, except in the type of contract, as significant differences are observed between the self-employed and temporary or nonworking workers and between those with a permanent contract and those who are linked to the company with a temporary contract.Originality/valueIn a field where most studies focus on employee–employer relationships and human resource management policies, this research stands out. It delves deeper, not just into employees’ perception of sustainability but also into the causes of this perception. It explores what factors may be influencing employees’ opinions on sustainability, and importantly, it extends this analysis to graduates who will be in charge of these issues. This work covers a significant gap in the research, incorporating the study of variables such as personal characteristics and work-related aspects of employees and the training received in accounting matters.

Pentingnya Transparansi: Komunikasi Efektif di Perusahaan PT.Alpen Food Indonesia Tentang Upah Lembur pada Kontrak Kerja

This journal explores the importance of transparency in effective communication at PT Alpen Food Industry regarding overtime wages in work contracts. Using qualitative literature study methods, this research investigates various literature sources relevant to this topic. An in-depth analysis of the literature reveals that transparency in organizational communications plays a crucial role in building trust, minimizing conflict, and increasing employee engagement. By using a qualitative approach, this research obtained an in-depth understanding of the importance of transparent communication in the context of overtime wages at PT Alpen Food Industry. The practical implication of this research is the need for companies to increase transparent communication as a foundation for healthy relationships between management and employees. This research contributes to further understanding of communication dynamics in human resource management and sustainable organizational development.

Sustainable Development of Chinese Family Businesses: Exploring the Role of Succession Planning in Maintaining Organizational Sustainability from the Perspective of Socioemotional Wealth

Identifying the factors affecting organizational sustainability is a crucial topic in the field of social science and business research. Especially in family businesses, the most crucial issue is how to maintain corporate sustainability across generations. In this regard, succession planning plays a key role in maintaining the sustainable development of family businesses. From the perspective of socioemotional wealth, this study discusses the motivations and consequences of intrafamily succession by measuring the impact of the internal determining factors of succession planning on family business performance. Based on a sample of 281 Chinese family firms, this study uncovers the relationship between succession planning and organizational performance. The core findings of this study include succession planning is positively related to organizational performance in the matter of the successor’s training; succession planning has a positive effect on organizational performance in terms of the successor’s self-preparation; and succession planning is positively correlated with organizational performance in the aspect of the relationship between the successor and business. By illustrating that the formulation of succession planning is an essential pursuit for family businesses to preserve sustainability and socioemotional wealth, the results reveal ways to facilitate succession planning through internal factors in the family business. This study contributes to organizational sustainable development literature, family business sustainability studies, and succession management research by validating the positive relationship between succession planning and organizational performance, indicating that succession planning is a vital driving force for achieving organizational sustainability.