Sustainable Organizational Performance Research Articles

The impact of GHRM and EGB on organization’s financial and operational performance – an empirical analysis on Indian ICT sector

PurposeThe study aims to conduct an empirical research to examine how green human resource management (GHRM) can influence sustainable organizational performance (SOP) in terms of financial performance (FP) and operational performance (OpP), both directly and through employee green behavior (EGB), in the backdrop of the Indian information and communication technology (ICT) sector.Design/methodology/approachThe study is based on primary data collected through a questionnaire survey from 387 employees engaged in the ICT sector. Confirmatory factor analysis validates the measurement model, while structural equation modeling (SEM) using the partial least squares (PLS) method examines the hypothesized relations.FindingsResults confirm that GHRM significantly contributes to EGB, FP and OpP, with a theoretical underpinning concerning resource-based view (RBV) and ability-motivation-opportunity (AMO) concepts. The study also confirms that connections of GHRM with both FP and OpP are significantly and positively mediated by EGB.Practical implicationsThe study provides evidence-based implications of different GHRM practices toward EGB, FP and OpP, which are highly pertinent to strategists, policymakers, managers and supervisors in implementing GHRM for adding value to both operational and financial statements while protecting nature and natural resources through the green efforts of employees.Originality/valueThe study bridges a significant theoretical and practitioner gap by providing a deeper understanding of GHRM as a sustainable human resource management (HRM) model in the context of the Indian ICT sector. It empirically explores the connections between GHRM and OpP, which is a crucial dimension of SOP, and highlights noteworthy implications for promoting EGB, an individual micro-sustainability dimension directed toward the achievement of broader organizational goals, which are essentially oriented to macro-sustainability.

Impact Of Talent Management On Organizational Sustainable Performance: A Moderating Role Of Process Innovation

Impact Of Talent Management On Organizational Sustainable Performance: A Moderating Role Of Process Innovation

The effect of AI-enabled HRM dimensions on employee engagement and sustainable organisational performance: fusion skills as a moderator

PurposeThis paper examines and empirically validates the artificial intelligence-enabled human resource management (AI-enabled HRM) dimensions and sustainable organisational performance (SOP) relationship. It also examines the mediation and moderation of employee engagement (EE) and fusion skills (FS).Design/methodology/approachThe indirect effects of AI-enabled HRM dimensions on SOP were found using structural equation modelling (SEM), bootstrapping and FS’s moderation effect by AMOS 22.FindingsResults showed that AI-enabled HRM dimensions indirectly affected SOP through EE as a full and partial mediator with no moderation effects of FS.Originality/valueThis is the first study to link AI-enabled HRM dimensions, EE and SOP and determine how FS moderates EE and SOP.

Exploring the performance effects of digitalisation: a measurement tool based on the sustainability balanced scorecard framework

ABSTRACT Although recent research has confirmed the positive economic effects of digitalisation on firm performance, fewer investigations have addressed the potential non-economic effects of digitalisation on organisational performance, including sustainability performance. To address the inconclusive relationship between digitalisation and organisational sustainable performance the current research considers the mixed effects of digitalisation and proposes a practical tool for assessing those effects. An exploratory, qualitative study reveals several mixed effects of digitalisation across six performance perspectives: financial, customer, internal business processes, learning and growth, social, and environmental. The practical proposed ‘digimpact’ tool can evaluate these various impacts of digitalisation on sustainable organisational performance and thereby help managers design effective digital transformation strategies. The digimpact measurement tool also can be tested, confirmed, and revised in ongoing research to expand and improve its effectiveness.

“Sustaining the Sustainable Sustainability”: Leveraging Digitalization and Emerging Technologies by the Auditor in Providing Assurance on Sustainability Reporting

In today's rapidly evolving world, the importance of sustainability and circularity has become more prominent than ever. Businesses and economies worldwide are recognizing the need to transition towards a circular model, where resources are used efficiently and waste is minimized. This transition necessitates changes across all sectors, including financial auditing. While the main object of financial audit is to provide an opinion on financial statements to ensure that it gives true and fair view of the accounts, the auditor will also need to assess an organization's sustainability by evaluating its environmental and social impact, resource efficiency, and circularity performance. It becomes more and more important that the financial auditor should provide a comprehensive assessment of the organization's sustainability practices, enabling stakeholders to understand its commitment to environmental responsibility, social equity, and economic resilience. Auditing sustainability reporting involves different challenges compared to those encountered in auditing financial statements. The independent audit report issued by the financial auditor on sustainability reporting plays an essential role in building confidence in the robustness of non-financial information, providing benefits such as: ensuring the credibility of ESG information presentations within the annual report; creating a positive impact on the company's reputation; strengthening the company's awareness of material ESG risks and facilitating the improvement of internal systems, processes and controls and the company's performance in the ESG area; better positioning of the company in ESG rating rankings. Hence, auditing sustainability reporting goes beyond financial metrics and includes non-financial indicators that reflect the organization's triple bottom line – people, planet, and profit. Henceforth, by expanding the scope of financial audits to incorporate sustainability metrics, audit companies can demonstrate their commitment to the circular economy and provide transparency regarding their clients’ environmental and social performance. Henceforward, auditing sustainability reporting not only enables stakeholders to make informed decisions, but also promotes accountability and incentivizes organizations to adopt circular practices. In this context, to effectively track, measure, and assess the sustainability performance of organizations, emerging technologies play a crucial role. This paper explores the role of emerging technologies in facilitating the transition of financial auditing towards a circular economy by employing a Reflexive Thematic Analysis (RTA). Analyzing the literature on the subject is the first step in the process, which is followed by a reflective study of the underlying themes and their consequences for financial auditing procedures. Several important themes emerged, highlighting the benefits, difficulties, as well as moral and social ramifications of integrating modern technology. These themes draw attention to the topic's complexity and shed light on the opportunities and difficulties that come with incorporating emerging technologies into an audit engagement on sustainability reporting.

Impact of Digital Transformation and AI through Fostering Digital Leadership Excellence: A Focus on Sustainable Organizational Performance

Purpose: The aim of this paper is to examine how artificial intelligence and digital transformation affect sustainable organisational performance with a particular emphasis on mediating role of digital leadership. Design/Methodology/Approach: The survey data from 245 employees employed in different industries and enterprises is considered. The data is collected through structured questionnaire and analysed with PLS-SEM. The study investigates the interrelationship between digital transformation, AI and sustainable organizational performance with mediating role that digital leadership. Findings: The conclusions of the study bring about the need for digital leadership in integrating sustainability and artificial intelligence. From this, it could be distinguished that combining digital leadership with AI is going to increase the performance and productivity of an organization. The integration of AI and digital leadership increased the capacity to innovate which in turn made an affirmative effect on sustainable organizational performance. Implications/Originality/Value: This study provides new perspectives towards the importance of AI and creative digital behaviors for the achievement of long-term sustainable organizational performance. It also follows that digital leadership can be viewed as a way to promote an innovative and sustainable culture, hence highlighting the mediation role of digital leadership.

The Implementation of Green Human Resource Management: A Survey on the Manufacturing Industry in Indonesia

This study investigates the implementation of Green Human Resource Management (GHRM) in the manufacturing industry in Indonesia, with a focus on achieving sustainable organizational performance. It addresses a research gap and develops conceptual models to advance sustainable development goals (SDGs), particularly in Indonesia, encompassing social, economic, educational, health, and environmental aspects. A survey method was employed, utilizing an associative quantitative approach with multivariate statistical techniques, specifically structural equation modeling partial least squares (SEM-PLS). The study involved 75 manufacturing enterprises in Indonesia's Karawang industrial district, with Managers or Supervisors serving as respondents. Data was collected using a questionnaire as the primary measurement instrument. The research falls under TKT 2 in terms of technology readiness, involving the formulation of a research model concept. Key findings suggest that the implementation of GHRM practices in the manufacturing industry positively impacts Green Intellectual Capital and contributes to sustainable organizational performance. Furthermore, the study underscores the importance of GHRM in enhancing environmental sustainability and organizational competitiveness within the Indonesian manufacturing sector.

Public Sector Disciplinary practices and implications for Organizational Performance: towards a Recalibrated Sustainable Service Performance model

This study examined the relationship between the nature of staff disciplinary system and sustainable organisational performance. Utilizing descriptive statistics, categorical data correlation models and ordinal logistic regression model as well as t-test statistic, data gathered from both primary and secondary sources categorized and analyzed. Accordingly, findings showed: that delays in releasing of promotion, late payment of salaries and salaries cuts, etc are some of the causes of staff indiscipline; politics/tribal bias in handling disciplinary actions contribute to staff indiscipline. Also, the remuneration policy/salary structure as contained in the conditions of service is far from being individually oriented did not allow for performance-based reward system (PBRs). Thus, the study recommends urgent reform of the university’s conditions of service to allow for Compensatory individual Performance Related Pay (CiPRP) and the payment of salaries and promotion arrears of senior public servants (SPSs) as at when due; amongst others.

Contributions of Participatory Leadership in Achieving Sustainable Organizational Performance/ An Exploratory Study of The Opinions of Teachers in a Number of Colleges at the University of Duhok

The study aimed to identify the contributions of participatory leadership in achieving sustainable organizational performance in a number of colleges at the University of Dohuk from the point of view of teachers. The study used the descriptive and analytical method, based on collecting data through a questionnaire that included two parts: the first to measure participatory leadership through the dimensions expressed, The second is to measure sustainable organizational performance through its dimensions as well. The study population consisted of (6) colleges, and the study sample amounted to (156) teachers, who were selected by a simple random method, and the statistical programs (AMOS V24) and (SPSS V26) were relied upon to analyze the data. The results of the study also showed that the two variables of the study (participatory leadership and sustainable organizational performance) in their dimensions are available in the field under study, in addition to identifying a positive and significant correlation between the two variables of the study, in addition to the presence of a positive and significant effect of participatory leadership on sustainable organizational performance. Based on the results, the researchers proposed a set of recommendations, the most important of which is the necessity of developing and empowering teachers in the studied colleges with the aim of increasing their experience and increasing their professional growth, developing the activities of teaching staff in the researched colleges and sustaining their performance to bring about change and improvement that is reflected in the quality of their services.

Strategic planning and organizational performance in food business: The role of organizational trust and pandemic planning

BACKGROUND: Strategic planning is very important in achieving sustainable organizational performance. Therefore, leaders need to pay attention to their planning by considering the conditions they face. OBJECTIVE: This study aims to investigate the relationship between strategic planning and performance with organizational trust as a mediator and pandemic planning as a moderator. METHODS: A survey technique was used to obtain cross-sectional data on 227 food business leaders (restaurants and cafes). Furthermore, the data were analyzed using Hayes Process Macro models 4 and 8 to answer the research hypothesis. RESULTS: The results showed that strategic planning had a positive effect on organizational trust and performance. Moreover, the relationship between strategic planning and performance was mediated by organizational trust and moderated by pandemic planning. However, pandemic planning was not proven as the moderator on the relationship between strategic planning and organizational trust. CONCLUSIONS: This study contributes to the performance of the food business by relating strategic planning, pandemic planning, and trust as the drivers of organizational sustainability. Moreover, the findings have implications for leaders that the interaction of pandemic planning needs to be considered in efforts to improve organizational performance during the COVID-19 period.

Does supply chain analytics adoption impacts sustainable performance? A consideration of technophobia as an influencing factor

Purpose Food SMEs is the backbone of local and world economy. Even while food SMEs are aware of the potential advantages of implementing supply chain analytics (SCA), only a small number of companies use data-based decision-making. This is because of technophobia. In light of this, the purpose of this study is to investigate the factors that have an impact on SCA adoption which in turn influence the sustainable performance of firms. Design/methodology/approach The data were collected from 221 managers working in food-related SMEs in China by using a questionnaire-based survey. The framework of this study was validated using a rigorous statistical procedure using the technique, namely, partial least squares structural equation modelling. Findings The findings of this study suggest that all modified UTAUT components (i.e. performance expectancy, effort expectancy, social influence, facilitating conditions and technophobia) significantly influence SCA adoption. Moreover, the existing study highlights and confirms the significance of adopting SCA to improve sustainable performance. Originality/value This research is novel, as it extends and investigates the theoretical framework based on UTAUT theory in SCA context and its impact on sustainable organizational performance. In addition, the factor of technophobia is tested in SCA context. This study has several contributory managerial implications for food SMEs.

Green human resource management practices and organizational sustainability performance in Pakistan's healthcare sector

The 21st century has witnessed a rapid surge in industrial pollution, accompanied by the depletion of natural resources, prompting a collective call to action. As a result, the greening of corporations and ecological sustainability has emerged as a matter of paramount importance for decision-makers worldwide. This study, thereby, aims to examine the implementation of environmentally responsible (Green) human resource management practices in the health sector and their influence on organizational sustainability performance. Methodologically, a descriptive approach was employed, utilizing a questionnaire survey to collect data from 250 healthcare employees within Pakistan's healthcare sector. The study's statistical outcomes indicate that green hiring positively influences economic performance but not social and environmental performance. However, green training, involvement, performance management, and compensation are all positively related to organizational sustainability performance, encompassing social, economic, and environmental aspects in Pakistan’s healthcare sector. By summing up, this study concludes the significance of customizing green HR practices for enhancing sustainability performance in the healthcare sector. It underscores the crucial role played by green human resource management practices and their impact on organizational sustainability performance in a developing country context, specifically in Pakistan.

Key elements to support primary healthcare nurses to thrive at work: A mixed-methods sequential explanatory study.

Develop evidence-based recommendations for managers to support primary healthcare nurses to thrive at work. A mixed-methods sequential explanatory design. National data were collected in 2020 via an e-survey based on a meta-analysis of antecedents of thriving from 213 primary healthcare nurses across New Zealand. Structural equation modelling analysis identified the key factors supporting primary healthcare nurses to thrive. This informed a second open-ended e-survey in 2022 of 19 nurses from one primary healthcare organization. The thematic analysis provided recommendations for improving management strategies to support thriving primary healthcare nurses. The vitality component of thriving significantly reduced burnout and intention to leave organization and profession. In contrast, the learning component of thriving had a significant positive effect on burnout. The key factors that support thriving at work are empowering leadership and perceived organizational supports (decreases burnout and intention to leave organization and profession through enhanced vitality). Recommendations for improving thriving were made in eight key areas: communication, effective management, professional development, scope of practice, autonomy, effective orientation, reward and work-life balance. Vitality is important in reducing burnout and turnover intentions. While learning was identified as increasing burnout, professional development and training for managers were identified as essential. Hence, the vitality dimension of the thriving at work construct should be studied at the dimension level, but more research is needed into the impact of learning on thriving over time. Primary healthcare nurses have identified that empowering leadership and perceived organizational support are critical factors in supporting them to thrive, and they provide specific recommendations for managers to improve these factors in the clinical setting. This study collected data from Registered Nurses only. A plethora of existing research focuses on resilience in nurses rather than thriving at work. Enabling employees to thrive at work contributes to improved well-being and sustainable organizational performance. Empowering leadership and perceived organizational support are the key factors that support primary healthcare nurses to thrive at work. The vitality dimension of the thriving at work construct should be studied at the dimension level, and further research is needed into the impact of learning on thriving over time. Primary healthcare nurses recommend that managers focus on improving communication, management efficiency, professional development, scope of practice, autonomy, orientation, reward and work-life balance.

Environmental regulations in eco-innovation and sustainable performance in Mexican Automotive Industry

In the literature, evidence has been provided that establishes that compliance with environmental regulations promotes the adoption and implementation of eco-innovation activities in manufacturing firms, since through this type of activities not only are the costs associated with the discharges of pollutants, but also increases the level of sustainable performance of companies. However, little is known about the relationship between environmental regulations, eco-innovation, and sustainable performance, since there are few studies published in the literature that have focused on their analysis, so this study aims to fill this existing gap, and generate new knowledge of the relationship between these three constructs through an extensive review of the literature. Likewise, a questionnaire was distributed to a sample of 460 manufacturing firms in Mexico, analyzing the data through confirmatory factor analysis and structural equation models based on covariance. The results obtained suggest that environmental regulations have positive effects on eco-innovation, and eco-innovation has positive effects on sustainable performance of manufacturing firms in the automotive industry. In this context, the results obtained allowed us to conclude that compliance with environmental regulations established by the public administration, by manufacturing firms in the automotive industry, improve both eco-innovation activities and sustainable performance of organizations.

Towards sustainable sustainability: exploring the impact of antecedents on industry 4.0 and sustainable performance of organizations—an empirical investigation

Towards sustainable sustainability: exploring the impact of antecedents on industry 4.0 and sustainable performance of organizations—an empirical investigation

The Relationship Between Knowledge Risk Management and Sustainable Organizational Performance: The Mediating and Moderating Role of Leadership Behavior

Abstract Despite the vital role of organizations’ knowledge management and its diverse influence on achieving sustainable organizational performance (SOP), as well as the impact of leadership behavior (LB), it is remarkable that no previous study has addressed this subject matter comprehensively. As a result, this study aims to investigate the relationship between SOP and knowledge risk management (KRM) while examining the role of LB. It adopts a quantitative approach and gathers data from Nigerian companies through an online questionnaire distributed between November 2019 and September 2020. Structural equation modeling (SEM) is utilized to test the hypotheses. Remarkably, no prior research has inspected the mediating and moderating role of LB in the connection between SOP and KRM until this study. Empirical results indicate that: (i) LB and KRM positively influence SOP; (ii) KRM has a positive impact on LB; (iii) LB moderates the relationship between KRM and SOP; and (iv) LB serves as a mediator between KRM and SOP. The findings of this empirical research will enhance managers’ understanding of the significance of LB in the relationship between KRM and SOP.

Intellectual Capital and Sustainable Organizational Performance in Banking Sector of Pakistan: Examine the Mediating Role of Organizational Innovation

Purpose: 21st century witnesses a great shift from production-oriented businesses to knowledge oriented and technology-driven businesses, where intangible resources play a pivotal role in value creation for the organizations. In this dynamic intellectual capital and competitive environment, global economy is shifting from a tangible resource economy to an intangible resource economy. The aim of this study was to investigate how the intellectual capital components and organizational innovation influence sustainable organizational performance.
 Design/Methodology/Approach: A survey was conducted to collect data from the banking sector professionals working in Pakistan. Simple random technique was employed, 329 responses were collected. The data was analyzed through SmartPLS.
 Findings: Results reveals that intellectual capital components have positive and significant association with organizational innovation and sustainable organizational performance. Current study also demonstrates the partial mediation of organizational innovation between the association of intellectual capital components and sustainable organizational performance.
 Implications/Originality/Value: It is concluded that intellectual capital and its components help the organizations to enhance their organizational innovation, which would ultimately boost sustainable organizational performance. Current study findings would provide useful insights for researchers, managers, and practitioners.

Adapting Corporate Governance for Sustainable Organizational Performance: A Case Study of the Banking Sector in Pakistan amid the COVID-19 Pandemic

Purpose - Corporate governance is a crucial aspect of creating a corporate culture that emphasizes transparency, fairness, and openness. The COVID-19 pandemic has caused a global financial crisis, which has increased attention to corporate governance issues. In light of this, the objective of this study is to examine the impact of corporate governance on the sustainable organizational performance of the banking sector in Pakistan particularly in the context of COVID-19.
 Study Design/Methodology/Approach - This research analyses the annual reports of sample banks and uses secondary data from 2016 to 2022; therefore, there is no doubt about the reliability and validity of the data. This study measured firm sustainable financial performance based on accounting data, using return on assets, return on equity, and earnings per share. The suggested model was investigated by the generalized method of moments through the Arellano-Bond Dynamic Panel-Data estimator.
 Findings - The overall findings of the study reveal that corporate governance components such as board size, audit committee independence, number of board meetings, and chief executive officer duality have a significant impact on organizational performance. Furthermore, the Fixed Affect model indicates that CEO duality has no discernible effect on organizational sustainable performance, while board size, audit committee independence, and the frequency of board meetings all positively affect it.
 Practical and theoretical implications- This study has implications for all stakeholders of the banking system, economic policymakers, and academicians by highlighting the importance of components of corporate governance that enhance overall organizational performance. Theoretically, compliance with corporate governance regulations should lower agency costs, which will improve the overall business's performance now and in the future.
 Originality/Novelty- This study indicates that the use of corporate governance practices enhances and improves the overall sustainable performance of the banking sector. This study adds value to the existing body of literature by considering corporate governance and its association with organizational performance, particularly from the COVID-19 perspective.

Assessing the influence of emerging technologies on organizational data driven culture and innovation capabilities: A sustainability performance perspective

Industry 4.0 applications can accelerate data driven decision making culture in organizations. Such data driven culture can have a profound impact on the organizational capabilities underlying product and process innovation. While there is a relatively developed body of literature on the effect of data driven culture on organizational performance, there is virtually no study that has examined how Industry 4.0 influences the data driven culture of organizations and how in its turn such culture influences both product and process innovation. Furthermore, the role of organizational data driven culture has seldom been examined in relation to organizational sustainability performance. Against this backdrop, the aim of this study is to examine the role of emerging Industry 4.0 technologies on the data driven culture of organizations and analyze if and how such data driven culture influences organizational performance ultimately translating into competitive advantage. By leveraging the Resource Based View (RBV) and Dynamic Capabilities theory, we developed a theoretical model and tested it using a PLS-SEM approach on a sample of 416 organizations. We found that adoption of industry 4.0 technologies influences organizational performance by improving social, competitive, and financial performance of the organizations relying on data driven culture and improved innovative capabilities.

Cultivating sustainable environmental performance: The role of green talent management, transformational leadership, and employee engagement with green initiatives.

The success of organizations' sustainable performance mainly depends on their human resource capital and for this organizations now need to focus on green human capital development programs including green talent management (GTM). GTM entails attracting, nurturing, and retaining those people who can promote the green initiatives of the organization. This paper aims to investigate the impact of GTM, transformational leadership, and employee engagement on the sustainable environmental performance of organizations. The data were collected from both academic and administrative employees in five Omani higher education institutions (HEIs). In total 367 questionnaires were collected using drop-off and pickup methods. The results of the study showed that green hard and green soft talent management (TM) and employee engagement with green initiatives are significant predictors of the sustainable environmental performance of HEIs. Moreover, transformational leadership can moderate the influence of green soft TM on employee engagement with green initiatives by strengthening the relationship. For sustainable performance and development, organizations especially HEIs need to actively assume their social responsibilities and implement sustainable environmental management. The present study provides meaningful implications for practitioners, educational policymakers, and leaders to promote GTM and employee engagement for sustainable environmental performance. Supporting green skill development, engaging employees with green initiatives, and promoting staff with green skills can help organizations particularly HEIs to increase their sustainable environmental performance and gain a competitive advantage.