Sustainable Development Of Organization Research Articles

ГОТОВНІСТЬ МАЙБУТНІХ КЕРІВНИКІВ ЗАКЛАДІВ ВИЩОЇ ОСВІТИ ДО ЗАСТОСУВАННЯ ІННОВАЦІЙНИХ УПРАВЛІНСЬКИХ ТЕХНОЛОГІЙ

The relevance of this article is determined by the necessity to ensure the competitiveness of educational institutions in the educational services market. Modern challenges require educational institutions to continuously improve their activities. Successful development of an educational institution is possible only through the integration of innovations that stimulate the achievement of its goals and contribute to improving the quality of education for students. This aligns with the interests of Ukrainian society, which, like any other developed society, is interested in a high level of educational services. With the growth of the educational services market and increasing competition, it is important for leaders of educational institutions to focus on searching for and implementing innovative management technologies to secure significant competitive advantages. Thus, the current market conditions and the need for competitive struggle highlight the importance of innovations for leaders, with innovative management technologies becoming key to achieving the goals of the educational institution and enhancing the quality of education. Objective: To analyze the readiness of future leaders of educational institutions to implement and apply innovative management technologies to enhance the competitiveness of their organizations in the educational services market. Methods: Study of scientific sources, legislative and normative-legal documents, surveys and interviews, case studies, SWOT analysis, expert assessments, and modeling. Results: During the study, the readiness of future educational institution leaders to implement innovative management technologies was evaluated; key barriers and challenges faced by future leaders, including limited resources, fear of change, and an insufficient level of knowledge about innovative technologies, were identified. At the same time, positive aspects were also discovered, namely a high level of motivation for learning and improvement, and readiness to introduce innovations to enhance the quality of education and adapt to modern labor market requirements. A comprehensive set of measures to increase the readiness of future leaders for innovation was developed and substantiated. This includes professional development programs, mentorship, and the creation of innovative educational spaces for experimentation and practical application of new approaches. The role of strategic planning in the successful implementation of innovative management technologies was also determined, which involves clear formulation of the mission, vision of the educational institution, as well as the development of specific goals and tasks to achieve defined results. Conclusions: This article examined the readiness of future educational institution leaders to apply innovative management technologies, which is crucial for enhancing competitiveness and the quality of educational services provided. The main barriers and challenges leaders may face when implementing innovations were identified, and methods to overcome these challenges were proposed. Special attention was given to the importance of a systematic approach and strategic planning in the process of adapting and implementing new practices in management. Developed and substantiated recommendations for focusing on innovative management practices include: enhancing the qualifications of future leaders, developing openness to change, and stimulating creativity and innovative thinking. It was determined that the successful implementation of innovative management technologies depends on a comprehensive approach that takes into account the specifics of the educational institution, the readiness of the staff for changes, and the presence of the necessary material and technical base. The findings of the study make it clear that innovative management technologies play a decisive role in forming an effective management model in modern educational institutions. Their implementation not only improves the quality of educational services but also ensures the sustainable development of educational organizations, meeting the challenges of the contemporary dynamic educational environment.

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.

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

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.

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.

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.

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.

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).