Sustainable Organizational Performance Research Articles

Impact of Efficient Resource Management Practices on Sustainable Performance: Moderating Role of Innovative Culture-Evidence From Oil and Gas Firms.

Academics and practitioners have paid close attention to waste, energy, and resource management due to growing awareness of its effects on sustainable performance. This study aims to explore the status and challenges of efficient resource management in China, an under-researched area. Moreover, it proposes a theoretical framework to fill the academic and practical gap how efficient resource management practices can build sustainable performance. This study justifies the need to explore the need of efficient resource management practices in emerging economies like China. Empirical data derived using a cross-sectional survey of 265 employees from oil and gas firms in China were used to test the theoretical framework developed from mainstream literature. Empirical findings of this study highlight the role of efficient resource management practices such as CSR, process and equipment, human resource practices, product design, and manufacturing planning which have a positive and significant impact on sustainable performance. In addition, innovative culture plays a moderating role in enhancing firms' sustainable performance. The findings suggest that there is further scope to utilize the efficient resource management practices for encouraging innovative culture to build sustainable performance. This study creates a basis for future research of building sustainable organizational performance by integrating efficient resource management practices. This study also highlights gaps in the system and provides insights into policymakers and manufacturing sector employees on holistically building a sustainable organization.

Sustainable organizational performance through blockchain technology adoption and knowledge management in China

Global competition encourages all industries to attain cutting-edge performance by continuously developing their goods and processes; knowledge is the most effective and powerful weapon for long-term sustainability and growth. Effective blockchain adoption (BCA) and better supply chain visibility (SCV) via organizational and production knowledge management (KM) have emerged as the most powerful instruments for improving sustainable organizational performance (SOP). Therefore, drawing on the resource-based view and technology acceptance model, this study seeks to underline the empirical relationships among KM, BCA, SCV, and SOP in a developing country context of Chinese manufacturing, as research in this sector is still nascent encompassing these constructs. Data were collected from 289 respondents (senior, middle, and junior) level staff members from manufacturing industries and analyzed by a novel approach; partial least square structural equation modeling (PLS-SEM). The empirical analyses indicated that KM significantly impacts BCA. BCA also positively affects SCV. Besides BCA, the KM also positively impacts SOP. The mediation effect analysis revealed the significant serial mediating impact of BCA and SCV on the relationship of KM to SOP. This study enriches the inadequate literature and throws light on BCA from an organizational resource perspective. The study deepens our understanding and delivers valued insights to the managers and policymakers of manufacturing industries concerning the role of KM, BCA, and SCV in achieving SOP.

Organizational Factors Influencing the Sustainability Performance of Construction Organizations

Construction projects contribute significantly to the growth of countries in terms of GDP and employment opportunities. However, construction organizations are often criticized for not adopting sustainable practices in delivering their projects. Underpinned by the resource-based theory (RBT) this research aims to investigate the organizational factors influencing the sustainability performance of construction organizations. This study used a mixed method approach in which the data was collected from the top management of Australian construction organizations. PLS-SEM was used to analyze the data. The findings revealed that, among the five key factors, business strategies, technological capabilities, and organizational culture are found to have a significant positive impact on the environmental sustainability performance of construction organizations. Also, it is found that the organizations’ social sustainability performance is positively influenced by their organizational culture and business strategies. The research findings have several practical implications, such as the construction companies could use the operationalized measurement items of each determinant (i.e., organizational resources and capabilities) to self-assess and improve their organizational practices, which will help them develop strategies for improved sustainability performance.

Green Intellectual Capital and Green Supply Chain Performance: Does Big Data Analytics Capabilities Matter?

In light of global environmental concerns growing, environmental awareness within firms has become more important than before, and many scholars and researchers have argued the importance of environmental management in promoting sustainable organizational performance, especially in the context of supply chains. Thus, the current study aimed at identifying the impact of the components of green intellectual capital (green human capital, green structural capital, green relational capital) on green supply chain performance in the manufacturing sector in Jordan, as well as identifying the moderating role of big data analytics capabilities. To achieve this aim, we developed a conceptual model of Structural Equation Modelling-Partial Least squares and tested through the Smart-PLS software on a sample of 438 respondents. Empirical results showed that each of the components of green intellectual capital and big data analytics explains 71.1% of the variance in green supply chain performance and that all components of green intellectual capital have a statistically significant impact on green supply chain performance. The results also revealed that the relationship between green relational capital and green supply chain performance is moderated through big data analytics capabilities. Finally, this study made a theoretical and managerial implications to the supply chain literature and industry.

Green Intellectual Capital and Organization Sustainable Performanc: Mediating & Moderating Mechanism

Sustainability is the call of the day and frequently discussed topic among academic researchers. Organization strives to accumulate tangible and intangible resources to achieve the goal. However, how these resources are seen and attributed by individual employee to shape their own behavior that ultimately contribute to organizational sustainable performance. to fill this lacuna, by using the lens of experiential learning theory (Kolb, 1984, 2014) this study developed and test a model explaining the effect of green intellectual capital on sustainable performance via employee organizational citizenship behavior towards environment. The study also highlighted the employee psychological contract as a boundary condition that inhibit or contribute to employee OCBE and ultimately to organization’s social and environmental performance. The finding suggests positive association between GIC and organizational social and environmental performance both directly and directly. Further the findings ensured psychological contract as boundary condition that strengthen the relationships when fulfilled. Theoretical and Practical implications are discussed, along with suggestions for future research are proposed.

Developing Sustainability Performance Indicators for Community-based Tourism in Caramoan, Camarines Sur and Jovellar, Albay, Philippines

Tourism development in a community is often highly driven by tourist demand, setting aside the need to carefully plan tourism development. However, the lack of sensibly designed community-based tourism (CBT) indicators can hinder the identification and monitoring progress of the community towards its sustainability goal. Thus, this study attempted to determine the sustainability performance of Philippine CBT organizations and determine the key indicators that explain their sustainability performance. The focus of the study was the CBT organizations of Caramoan in Camarines Sur and Jovellar in Albay. There was a total of 196 respondents consisting of community stakeholders who were selected through purposive sampling. The study underwent two phases to achieve the research objectives. The first phase was the harmonization of various CBT indicators from established CBT standards and studies. From 25, it was narrowed down to 15 CBT indicators. After identifying the criteria to be used, the second phase involved statistical treatment of data through mean, standard deviation, and principal component analysis (PCA). The survey results showed the CBT organization’s agreement with almost all the sustainability performance indicators, whereas they also depicted disagreement with quality accommodation. The result of PCA showed that five key indicators explain the sustainability performance of the two communities: socio-economic component, services component, tourist-community benefits component, community development component, and resources component. The study results can provide valuable information to detect sustainability problems and determine applicable CBT standards to achieve excellent performance in CBT operations, attain long-term CBT benefits, and serve as a useful benchmark in developing sustainability performance indicators for other CBT sites in the country.

How Green Organizational Strategy and Environmental CSR Affect Organizational Sustainable Performance Through Green Technology Innovation Amid COVID-19

The growth of green-oriented businesses for sustainable development (SD) is no longer optional in the current dynamic world, especially for manufacturing businesses in general. Accordingly, the present study investigates the interlinkages between green organizational strategy (GOS), environmental corporate social responsibility (ECSR), and organizational sustainable performance (OSP) by exploring the key mediating role of green technology innovation (GTI). This study uses a quantitative method to gather data from Chinese manufacturing industries, employing a well-structured questionnaire. Senior and middle-level managers were the intended respondents. From the primary survey, 264 valid responses were gathered. The final data were analyzed using SmartPLS (version 3.3.9) by adopting structural equation modeling (SEM) to examine the associations between the targeted constructs, and the results add to the recent literature by offering a cohesive model of GOS, ECSR, GTI, and OSP. The findings revealed that GOS has a strong positive effect on ECSR, GTI, and OSP. Further, ECSR has a strong positive impact on GTI and OSP. Meanwhile, GTI is a key mediating variable in these relationships, which previous studies have not explored. This study innovatively integrates the three green traits, namely, GOS, ECSR, and GTI, into a comprehensive model that is understudied in existing literature in order to help businesses improve their sustainable competitive advantage. The ultimate aim is to help businesses improve their environmental performance and achieve solid sustainability over the long term.

Linking Environmental Transformational Leadership, Environmental Organizational Citizenship Behavior, and Organizational Sustainability Performance: A Moderated Mediation Model

Although considerable research has been conducted on improving sustainability performance, many important questions remain. Drawing on Social Learning Theory (SLT) and Stakeholder Theory (ST), our model suggests a mechanism, Environmental Organizational Citizenship Behavior (EOCB), through which Environmental Transformational Leadership (ETL) influences Organizational Sustainability Performance (SP). In addition, employees’ Work Passion (WP) will moderate the relationship between ETL and EOCB. A total of 240 full-time employees in Saudi Arabia’s petrochemical industries submitted responses via survey questionnaires, and the proposed hypotheses were tested using hierarchical regression analysis. Results were consistent with the hypothesized conceptual scheme in that ETL indirectly impacts SP through EOCB. In the meantime, the WP of employees plays a moderating role in the relationship between ETL and EOCB as well as in the indirect effect of ETL on SP via EOCB. As a way to improve their sustainability performance, organizations must hire and nominate ETLs who can influence their employees to become aware of environmental protection and instill these values. Furthermore, employees’ passion for their work encourages them to engage in voluntary environmental behaviors. A discussion of the findings, implications, limitations, and future research avenues is included.

Industry 4.0 Wireless Networks and Cyber-Physical Smart Manufacturing Systems as Accelerators of Value-Added Growth in Slovak Exports

Industry 4.0 integrates smart and connected production systems that are pivotal in predicting and supporting production in real-time, leading to sustainable organizational performance. In manufacturing, it may increase productivity, sustainability, and energy efficiency, while optimizing competitiveness. The main purpose of this paper is to determine the impact of Industry 4.0 on the Slovak economy through a secondary data analysis in the automotive industry, which is the leading sector in the country. The paper aims to provide a comprehensive analysis of the various opportunities that are available in the value-added growth of car exports in Slovakia. It also explores the case study of PSA Group Slovakia, which highlights the importance of the Industry 4.0 concept in boosting the country’s export growth. The paper proposes a series of recommendations and steps to improve Slovakia’s innovation environment.

Impact of corporate sustainable practices, government initiative, technology usage, and organizational culture on automobile industry sustainable performance.

The increasing worldwide automobile production and usage adversely impact the environmental, economic, and social well-being. Although the automobile companies are trying to solve this problem by adopting corporate sustainability, there is a gap in the extant literature on sustainable corporate practices that are the most important to empower better sustainability performance. This study highlights the impact of core corporate sustainable practices attributes, government initiative, technology usage, and organizational culture on the sustainable performance of the automobile industry in India. The study proposed six aspects and fifty-three criteria from the literature review. The current article has used survey questionnaires to collect the primary data. The present article also applied the smart-PLS to test the association among the variables. The results indicated that the corporate sustainable practices attributes, technology usage, and organizational culture have a positive and significant linkage with the sustainable performance of the automobile industry. The current article guides the regulators in developing the regulations to improve sustainable organizational performance using sustainable corporate practices.

Tawazun Social Innovation and Sustainable Organizational Performance

Purpose: This study aims to develop the strategy of tawazun social innovation and examine a new model that fills the research gap and limitations of previous studies between new learning organization that relies on the conception of tawazun social innovation. This study presents several new indicators, including organizational agility, institutional reflexivity, learning leadership, innovation performance, and tawazun social innovation to realize sustainable organizational performance based on empirical models. Methodology: This study uses a mixed-methodology, with 206 quantitative respondents and 7 qualitative respondents in Central Java, Indonesia. Data collection was carried out from July to October 2021. Findings: The important results of this study show that: (1) the realization of sustainable organizational performance is built through the tawazun social innovation supported by new learning organizations, consisting of three principles and practices: organizational agility, institutional reflexivity, and learning leadership (2) the improvement of tawazun social innovation is built by organizational agility, institutional reflexivity, and learning leadership (3) the improvement of innovation performance is built on learning leadership (4) the improvement of tawazun social innovation is built on innovation performance and (5) sustainable organizational performance is built by innovation performance. Practical Implications: The tawazun social innovation drives sustainable organizational performance. Management is encouraged to develop sustainable organizational strategic plans, instilling a tawazun social innovation. This is reflected through the implementation of the values of social responsibility balance, policy innovation balance, network balance, and balance of soul.

Do Strategic Human Resources and Artificial Intelligence Help to Make Organisations More Sustainable? Evidence from Non-Governmental Organisations

Uncertainty and a lack of stability are among the difficulties non-governmental organisations face. However, certain strategies for ensuring their performance’s sustainability have not been empirically demonstrated in the literature. Using strategic resource management practises and artificial intelligence, this study examines the effect of organisational learning and corporate social responsibility on the sustainability of non-governmental organisations’ performance. The survey gathered data from 171 participants representing 21 United Nations organisations and 70 non-governmental organisations in Jordan to accomplish this goal. The data were analysed using WarpPLS and PLS-SEM. The study demonstrates that organisational learning, artificial intelligence, strategic human resource management practises, and corporate social responsibility all contribute to the long-term viability of non-governmental organisations. Furthermore, the study discovered that strategic resource management practises and artificial intelligence significantly mediate the relationship between organisational learning and sustainable organisational performance on the one hand, and corporate social responsibility on the other. Finally, the study provides theoretical and practical guidance on how to apply the findings to assist non-profit organisations’ management in utilising organisational learning, corporate social responsibility, artificial intelligence, and strategic resource management practices to help them run their internal operations in a more efficient and sustainable manner over time.

Impact of Sustainable Human Resource Management on Employee Sustainable Performance

Organizational sustainable performance is measured through the aggregate sustainable performances of its workforce. Hence, employee sustainability performance is the central to achieve organizational sustainability performance. Again, employee outcomes are to a greater extent influenced by human resource management (HRM) practices of organizations. Based on such prominent role of HRM, the current study examines the relationship between two dimensional sustainable HRM practices (competency development and employee relation) and three-dimensional employee sustainable performance (environmental, economic, and social) focusing on the perceptions of managers of private banking organizations of Bangladesh following the notion of the social exchange theory. The current research employs purposive judgmental sampling and gets responses from a sample size of 150. Questionnaire survey is used to collect data that are analyzed using partial least square-structural equation modeling (PLS-SEM). The findings indicate that sustainable HRM practices have significant impact on all three dimensions (economic, social and environmental performance) of sustainable performances. Therefore, this study recommends the organizations to use sustainable-focused HRM practices to achieve sustainable targets through enhancing employee sustainable performances. It is further recommended that future researcher can incorporate mediating and moderating variables to explain how sustainable HRM influences sustainable performances of employees.

Sustaining organizational performance and employee wellbeing in the 4IR: the impact of leadership 4.0, PSYCAP, and high-performance HR practices

This paper investigates perceived leadership 4.0, psychological capital (PsyCap), and high-performance human resource practices (HPHRPs) for sustainable organizational performance (OP) and employee psychological wellbeing (EPW) in business organizations.This investigation’s sample was obtained from twenty (20) organizations in Nigeria’s and Ghana’s financial, manufacturing, and service industries. Hence, this comparative study espoused a cross-sectional survey method. Nevertheless, from the 500 surveys floated, two hundred and forty-six (246) surveys were retrieved in Nigeria and two hundred and forty-three (243) in Ghana. A total of four hundred and eight-nine (489) were fit for analysis, done with Statistical Packages for Social Sciences (SPSS v.27).This paper confirms that Leadership 4.0, PsyCap, and HPHRPs independently and significantly increase and sustain excellent organizational performance and employee psychological wellbeing.This paper further notes that Leadership 4.0, psychological capital, and HPHRPs greatly and jointly influence the sustainability of organizational performance and employee psychological wellbeing. Hence, work organizations in Nigeria and Ghana, particularly Ghana, are advised to consider and assume the appropriate leadership styles, such as Leadership 4.0 for the varied circumstances and contests from the fourth industrial revolution. Moreover, employers in Nigeria and Ghana, particularly Nigeria, should always encourage positivity in their employees, using organizational support and positive psychology programs. Besides, the management and leaders in work organizations in Nigeria and Ghana should adopt human resource practices that make employees perceive that their organizations adopt the method of value enrichment, where they are taken as an essential resource for reasonable sustenance

Investigating the relationship among Industry 4.0 drivers, adoption, risks reduction, and sustainable organizational performance in manufacturing industries: An empirical study

Although sustainability is the top agenda for most global organizations, the noteworthy progress in this realm is still invisible, mainly due to the absence of a robust framework and reliable empirical evidence. Higher Sustainable Organisational Performance (SOP) means the organization has attained effective and efficient control over the majority of business functions, leading to a sustainable competitive edge over the competitors and higher customer delight. Undoubtedly, Industry 4.0 (I4.0) has revolutionized the manufacturing industry and is expected to leverage SOP in times to come. In this context, the study of I4.0 risks reduction and I4.0 drivers needs urgent attention. Similarly, investigating the impact of I4.0 risks reduction and I4.0 adoption on SOP is overlooked in the current literature. Also, the mediating role of I4.0 adoption through I4.0 risks reduction on SOP is yet to be investigated, which has the potential to transform the existing business model into a progressive, viable, and sustainable model. This research has established a theoretical model grounded on Contingency and Dynamic Capability View (DCV) theory. The model has explored the scope of I4.0 adoption to SOP by considering I4.0 drivers impacting I4.0 adoption and I4.0 risks mitigations impacting I4.0 risks reduction and their influence on SOP. Total 15 hypotheses are tested using software packages SmartPLS 3.0 and SPSS v23.0 based on the 273 respondents' data from 221 manufacturing companies of India. The research found I4.0 adoption and I4.0 risks reduction positively drive SOP, and I4.0 adoption has a positive significant mediating effect on the relationship between I4.0 risks reduction and SOP. This study has the potential to support managers, decision-makers, and researchers to build, test, and validate similar models adding minor reforms and developing innovative and creative combinations of inherent capabilities and resources to realize the SOP in manufacturing companies. The study is unique as it has explored the link between I4.0 risks reduction, I4.0 adoption, SOP, I4.0 drivers, and I4.0 risks mitigations for the first time. In addition, the investigation on the mediating effect of I4.0 adoption in the relationship between I4.0 risks reduction and SOP is a pioneering contribution to the existing literature.

A study to explore the linkage between green training and sustainable organizational performance through emotional intelligence and green work life balance

PurposeThis study aims to review the role of green training and green work life balance (GWLB) on sustainable organizational performance (SOP) with a moderating variable “Emotional Intelligence” (EI).Design/methodology/approachFor the development of the construct of the present study, a Scopus database was selected and research papers published in indexed journals were considered. Relevant keywords were selected and literature was searched on green training, EI, SOP, GWLB. The literature was reviewed to find out the linkage and possibility of development of integrated model. The main focus was on highlighting the relevance of green training on GWLB and its influence on SOP.FindingsSOP can be achieved with the intervention of EI and GWLB; further green training is one of the influential practices of human resource development (HRD) which helps to develop the green behavior.Research limitations/implicationsIt can give new insight to the organization for application of green human resource practices for SOP. Development and designing the cohesive environmental work culture and willingness to protect environment through green training can be implemented by HRD. Perhaps, the application of green training encourages GWLB.Practical implicationsQuantitative research and cross sectional study is required to find out the intervening role of EI and work–life balance between green training and SOP across a broader range of sectors.Originality/valueThis research extends the literature review and developed a new integrated model which shows the link between green training and SOP.

Sustainable organizational performance management: deciphering the role of emotional capital in e-commerce industry

PurposeThis study aims to understand role employee emotional capital in e-commerce organizations for implementing a sustainability-oriented approach. It explores two research questions: First, what role does emotional capital play in creating a sustainability-oriented functioning in an e-commerce organization? Second, how the emotional capital of employees and leaders can be molded and aligned to the desired behavioral approach toward sustainability.Design/methodology/approachThe authors’ methodology involves literature review undertaken to appropriately position the understanding of sustainability and its relationship with emotional capital in the e-commerce industry. The paper is based on the review of articles published between the year 1990 and 2020. Academic and peer-reviewed journal articles, which have contributed to enrich the concept of emotional capital and sustainability, were collected from various data sources like SCOPUS, ERIC, Science Direct and Emerald.FindingsThe findings indicate that the organizational emotional capital can help in designing and pursuing sustainability-oriented practices in a more “engaged” manner. This can further stimulate a new approach for determining the dimensions, goals and measurement criteria for organizational performance management in the e-commerce industry.Originality/valueThis is a first of its kind study that connects the dots between sustainable organization performance and emotional capital establishing groundwork for future research pursuits in the direction. This study presents strong futuristic managerial implications and focuses on how e-commerce organizations can achieve long-term sustainability performance by harnessing the resource of emotional capital, which is inherently present with them at individual and collective levels.

The Impact of Sustainable Intellectual Capital on Sustainable Performance: A Case Study

Intellectual capital (IC) has become one of the most valuable resources of an organisation. Along with the increasing concerns for sustainable practices, a new concept has emerged: Sustainable IC (SIC). However, research on SIC is scarce, especially when addressing its relationship with sustainable organisational performance. Through a case study conducted on a small- and medium-size industrial orthopaedic footwear organisation, we aimed to assess how an organisation’s internal stakeholders perceive the concepts of SIC, sustainability, and sustainable performance and to comprehend better the effect of SIC on the economic, social, and environmental dimensions of sustainable organisational performance. Evidence suggests that the stakeholders were not familiar with the SIC concept and overemphasised the environmental dimension when referring to both sustainability and sustainable performance concepts. Furthermore, it was found that the organisation’s sustainable performance was affected by all its SIC components (human, structural, and relational). This study contributes to the development of two different but complementing areas of research: IC and sustainability. It also provides important managerial implications for industrial organisations concerned with their performance. Finally, generalisation for other situations should only be conducted in a theoretical fashion.

Fifth-level leadership and its implications for sustainable organizational performance: An analytical study of the opinions of a sample of employees at Ashur General Contracting Company Limited.

يهدف البحث إلى تشخيص مستوى تأثير قيادة المستوى الخامس وانعكاساتها بأبعادها(التواضع الشخصي, والإرادة المهنية) في الأداء التنظيمي المستدام بأبعاده (أداء الاستدامة الاقتصادية, أداء الاستدامة الاجتماعية, أداء الاستدامة البيئية), وقد اعتمد البحث الاستبانة كأداة رئيسية لجمع البيانات، وتمثل مجتمع البحث بالعاملين في شركة آشور العامة للمقاولات الإنشائية، إحدى تشكيلات وزارة الأعمار والإسكان والبلديات والأشغال والبالغ عددهم ( 421 ) ،وقد تمَ اختيار عينة عشوائية بلغت (200) مستجيبا، اذ توزيع 210 استمارة على العاملين في الشركة المذكورة، كانت من بينها 145 إستمارة صالحة للتحليل الإحصائي وأثبتت النتائج النظرية والدراسات المسحية إن هنالك فجوة معرفية في تبني بعض الانماط القيادية الحديثة ومنها قيادة المستوى الخامس لتحقيق النتائج الإيجابية وأبرزها الأداء التنظيمي المستدام كما أثبتت نتائج تحليل البحث إن تأثير قيادة المستوى الخامس معنوي إيجابي في تحقيق الأداء التنظيمي المستدام و تتمثل أهمية الدراسة في البحث عن السبل الكفيلة التي يمكن إن تساعد الشركات العراقية في تحقيق الأداء التنظيمي المستدام ، وقد خاض البحث في بعض الأساليب الحديثة في القيادة والمتمثلة بتبني نمط قيادة المستوى الخامس لتحقيق الأداء التنظيمي المستدام.
 وقد أظهرت النتائج صحة أغلب فرضيات البحث وبالاعتماد عليها صيغت عدد من التوصيات ابرزها ضرورة تبني ابعاد قيادة المستوى الخامس باعتبارها تسهم في تعزيز الاداء التنظيمي المستدام

Artificial intelligence and knowledge sharing: Contributing factors to organizational performance

The evolution of organizational processes and performance over the past decade has been largely enabled by cutting-edge technologies such as data analytics, artificial intelligence (AI), and business intelligence applications. The increasing use of cutting-edge technologies has boosted effectiveness, efficiency and productivity, as existing and new knowledge within an organization continues to improve AI abilities. Consequently, AI can identify redundancies within business processes and offer optimal resource utilization for improved performance. However, the lack of integration of existing and new knowledge makes it problematic to ascertain the required nature of knowledge needed for AI’s ability to optimally improve organizational performance. Hence, organizations continue to face reoccurring challenges in their business processes, competition, technological advancement and finding new solutions in a fast-changing society. To address this knowledge gap, this study applies a fuzzy set-theoretic approach underpinned by the conceptualization of AI, knowledge sharing (KS) and organizational performance (OP). Our result suggests that the implementation of AI technologies alone is not sufficient in improving organizational performance. Rather, a complementary system that combines AI and KS provides a more sustainable organizational performance strategy for business operations in a constantly changing digitized society.