Sustainable Development Of Organization Research Articles

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.

ІННОВАЦІЙНЕ ЛІДЕРСТВО ТА КОРПОРАТИВНА КУЛЬТУРА ЯК ІНСТРУМЕНТИ ЕФЕКТИВНОГО МЕНЕДЖМЕНТУ

The scientific work examines the analysis and application of effective management tools, their key role in the formation and sustainable development of the competitiveness of organizations. The challenges faced by leaders in the conditions of globalization, technological changes and crisis are analyzed. The role of emotional intelligence, adaptive thinking and innovative approaches in ensuring effective leadership in organizations is defined. Successful leadership has been shown to help build team trust, drive innovation, and provide organizational stability in a volatile environment. Recommendations are offered to improve the effectiveness of management decisions in the face of modern challenges by introducing new approaches to the development of leadership skills, in particular, emotional competence and change management. One of the key challenges of modern leadership is the need to manage diverse teams, often in international or multicultural contexts. Emotional intelligence becomes especially important in such conditions, because it allows a leader to better understand cultural differences and adapt his management style according to the needs of different groups. Emotional intelligence is an important element for resolving conflicts and building constructive negotiations. Leaders who develop this skill can reduce stress levels in organizations, prevent burnout among employees, and increase overall job satisfaction. This is especially true in today’s business environment, where rapid changes and a high level of competition often cause stress for employees. Modern leaders must pay attention to their own personal development and learn to manage their emotions. This includes practices such as reflection, active listening, and developing empathic and communication skills. Thanks to constant selfimprovement, leaders will be able to motivate their teams more effectively, increase work productivity and create conditions for the sustainable development of organizations. Innovation and emotional intelligence are becoming important components of modern leadership, as they help leaders adapt to changes and establish effective interactions with teams. They provide leaders with the ability to effectively manage, taking into account the emotional needs and stimulating the personal and professional development of their team. In crisis situations, such as economic and social upheavals, leaders capable of bold decisions play a special role. Leaders must be ready to make difficult decisions and take responsibility for the outcome. Leadership in crisis requires managers not only professional skills, but also strong psychological stability and the ability to act in difficult, often unpredictable situations. In times of crisis, leaders must take responsibility for the risks that accompany every decision.

Digital infrastructure for sustainable development of Russian agriculture

The purpose of the article is to assess the implementation of sustainable development goals and consider the current state of the digital infrastructure for the sustainable development of Russian agriculture. The main directions of sustainable development in Russia include the development of agriculture and sustainable infrastructure. The dynamics of achieving 17 sustainable development goals established by the Russian Government are considered. A conclusion is made about the positive dynamics of achieving goals and the factors that influenced this dynamics are identified. The digital infrastructure for the sustainable development of Russian agriculture in the modern economy is discussed in the article through the use of digital technologies, as well as their accessibility to agricultural organizations. The insufficient provision of Russian agriculture with sustainable development infrastructure and insufficient use of digital technologies were noted. The low availability of high-speed Internet networks in rural areas is a significant limiting factor for the sustainable development of organizations in agriculture. The financial infrastructure for sustainable development is represented by commercial banks and non-bank credit organizations. Russian agriculture is primarily served by two largest banks: Russian Agricultural Bank and SberBank. They implement sustainable development programs; SberBank is a leader in promoting sustainable development and ESG programs.

Ergonomic interventions in shaping the sustainable development of organizations

Ergonomic interventions in shaping the sustainable development of organizations

Rumo a uma contabilidade comprometida com a sustentabilidade: uma abordagem comportamental

Abstract This study focuses on how accountants' attitudes, subjective norms, and perceived behavioral control towards accountability can shape a company's sustainability performance via the use of accounting information. While much is known about the role of accounting in sustainability, there is a shortage of insights into how aspects of accountants' behavior influence sustainability outcomes. The applicability of the Theory of Planned Behavior in this context, especially in Brazil, remains largely uncharted. This research seeks to bridge this knowledge gap by exploring the interplay between accountants' behavioral traits, the use of accounting data, and organizational sustainability. The findings reveal a positive correlation between accountability and organizational commitment, highlighting the indispensability of accountability for sustainable organizational outcomes. Based on the Theory of Planned Behavior, a derivative of the Theory of Reasoned Action, this study uses a quantitative point of view. Data were collected through a structured survey distributed among Brazilian accountants. Using a non-probabilistic convenience sampling technique, 383 accountants participated. Data were collected using a snowball method, initiated by 32 primary contacts. This research contributes to the accounting literature in three main ways. First, it highlights the role of accounting in promoting sustainable organizational development, positioning the Theory of Planned Behavior as a valuable tool in the sustainability discourse. Second, it sheds light on the importance of accounting within the culture of accountability, giving greater weight to its usefulness in guiding organizations to attain business objectives. Lastly, it emphasizes the full role of sustainability in organizational growth, highlighting accounting as a strategic tool in formulating and implementing business strategy.

The importance of green human resource management practices for sustainable organizational development: Evidence from Serbia and Bosnia and Herzegovina

To behave in a socially responsible manner and to support the concepts of sustainable development, organizations apply various processes and activities for greening their business. In addition to green marketing, supply and distribution chain, production, packaging and recycling, green human resources management (GHRM) also plays a big role. For this purpose, organizations incorporate a green component into all human resources management (HRM) phases, thereby building a green employer brand. This paper examines the extent to which organizations in Serbia and Bosnia and Herzegovina apply GHRM activities and practices, and whether there are differences in the application of these practices depending on the size and business sector. Empirical research carried out in Serbia and Bosnia and Herzegovina has found that green activities and HRM practices are applied to a small extent, with slightly higher results achieved by small and manufacturing organizations. The findings indicate the need for greater engagement of organizations to strengthen the awareness of the importance of GHRM, support their sustainable development and strengthen the brand in domestic and foreign markets.

INNOVATION MANAGEMENT ON THE WAY TO BUSINESS EXCELLENCE

The current conditions of the global economy have caused innovative changes to be the main condition for a good, sustainable, competitive business of the organization. The solution to the problem can be seen in innovation management, of course with information technology. The goal of this work is the development of innovation with practical software solutions through the innovation management process, i.e. increasing business excellence in the organization. Researchers in organizations use original experience in the implementation of developed software solutions in the field of document management and business innovation. In recent times with globalization and the technological revolution, knowledge has become a key resource for the economic growth and development of nations. Accordingly, the improvement of innovation has become a key condition for the sustainable development and competitiveness of organizations on the local and international market. The results of the conducted research are presented through author-developed programs for statistical data processing and for assessing economic sustainability and achieved business excellence (based on the EFQM 2013 methodology).

The perception of students of the Universidad Autónoma de Nayarit regarding sustainable development in organizations

The main objective of this research is to know the perception that young students of different profiles have about the existing problems regarding sustainable development, their awareness and actions to be taken as agents of change. The perception of university students, specifically from the Bachelor's Degrees in Administration, Marketing and International Business who are currently in their second semester at the Academic Unit of Accounting and Administration. The study arises from the importance for our country to be proactively aligned with the 2030 agenda about the 17 goals of the United Nations. The purpose of the article is to make a qualitative statement, making a comparison with different researches. Due to its scope and approach, the research is descriptive in nature with a mixed approach. For the collection of data, an instrument was designed, which is the Google Forms survey, to know the perception of students on sustainable development in organizations. As main results, it is concluded that students have the vision to carry out concrete actions that have a positive impact on society

Building AI Literacy for Sustainable Teacher Education

This article highlights the significance of AI Literacy for promoting sustainable teacher education in an AI-driven world. Given the rapid progress of AI, a crucial aspect of organisational development for teacher education institutions involves fostering AI Literacy among teaching staff, and enabling them to use and teach AI ethically and responsibly. We underscore the necessity for teacher education institutions to create opportunities for developing AI Literacy as a fundamental goal for sustainable development. Further, we explore recommendations for sustainable organisational and professional development as well as future research directions.