Submit to Sustainability Review for Sustainability Propose a Special Issue

Journal Menu

Journal Browser

Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development

Print Special Issue Flyer
Special Issue Editors
Special Issue Information
Keywords
Benefits of Publishing in a Special Issue
Published Papers

A special issue of Sustainability (ISSN 2071-1050). This special issue belongs to the section "Economic and Business Aspects of Sustainability".

Deadline for manuscript submissions: closed (28 February 2026) | Viewed by 49043

Share This Special Issue

Special Issue Editors

Dr. Georgios Tsekouropoulos

E-Mail Website
Guest Editor

Department of Organization Management, Marketing & Tourism, Sindos Campus, International Hellenic University, P.O. Box 141, 57400 Thessaloniki, Greece
Interests: marketing; enterprise performance; entrepreneurship; economics
Special Issues, Collections and Topics in MDPI journals

Dr. Stefanos Tsiaras

E-Mail Website
Guest Editor

Institute of Mediterranean Forest Ecosystems-ELGO DIMITRA, Ilisia, 11528 Athens, Greece
Interests: sustainable development; regional development; forest policy; environmental policy; mountain tourism; less favoured areas; multiple criteria decision analysis
Special Issues, Collections and Topics in MDPI journals

Dr. George Kokkinis

E-Mail Website
Guest Editor

Department of Organization Management, Marketing and Tourism, International Hellenic University, P.O. Box 141, 57400 Thessaloniki, Greece
Interests: branding; business models; entrepreneurship; economics

Special Issue Information

Dear Colleagues,

The successful development of a contemporary enterprise or an organization in an environment that is characterized by continuous changes depends a lot on team work, efficiency, and the effectiveness of all those who form the so-called micro-environment of the organization. Contemporary enterprises and organizations, both public and private, face challenges all the time in the frames of competition and new conditions created in the economies of the countries. The financial growth of the organizations depends to a high degree on the continual training of the staff, sustainable management of resources, sustainable information technology, human resources management and administration, the organizational culture, and the educational leadership.

The abovementioned factors are topics that should be researched.

Also, the stagnation and negligence of an enterprise or an organization are punished not only by competition, but also by the public, who are well informed and judge, test, and demand enterprises to find sustainable solutions and be alert to concerns around climate change, social justice, and business ethics.

Lastly, it is generally accepted that enterprises and organizations that have already invested in strategies of corporate responsibility and have included in their business strategy the principles of sustainable development enjoy competitive advantages such as a positive image, good reputation, and an increase in transparency and credibility towards the investors and the public. This kind of investment does not only have a positive effect on consumer behavior, but also simultaneously enhances employee loyalty and increases the attraction of new qualitative partners.

Dr. Georgios Tsekouropoulos
Dr. Stefanos Tsiaras
Dr. George Kokkinis
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 250 words) can be sent to the Editorial Office for assessment.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Sustainability is an international peer-reviewed open access semimonthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

sustainable information technology
public management
sustainable development
sustainable digital skills
organizational culture
employee loyalty
business ethics
corporate responsibility
consumer behavior
internal branding
transparency and credibility
educational leadership
human resources management
social justice
sustainable economic development of businesses and organizations
teamwork
business efficiency
team management

Benefits of Publishing in a Special Issue

Ease of navigation: Grouping papers by topic helps scholars navigate broad scope journals more efficiently.
Greater discoverability: Special Issues support the reach and impact of scientific research. Articles in Special Issues are more discoverable and cited more frequently.
Expansion of research network: Special Issues facilitate connections among authors, fostering scientific collaborations.
External promotion: Articles in Special Issues are often promoted through the journal's social media, increasing their visibility.
Reprint: MDPI Books provides the opportunity to republish successful Special Issues in book format, both online and in print.

Further information on MDPI's Special Issue policies can be found here.

Published Papers (11 papers)

Download All Papers

Order results

Result details

Show export options Show export options

Select all

Export citation of selected articles as:

Research

15 pages, 905 KB

Open AccessArticle

Toward Sustainable Institutional Effectiveness: A Management Accounting-Based Performance Framework for Public Higher Education Institutions in the Western Balkans

by Ivana Medved, Dragana Đorđević, Biljana Đuričić and Nikola Rakić

Sustainability 2026, 18(5), 2203; https://doi.org/10.3390/su18052203 - 25 Feb 2026

Viewed by 338

Abstract

This study contributes to the development of performance measurement frameworks for HEIs in resource-constrained settings. It offers valuable insights for policymakers and institutional leaders in the Balkans, emphasizing the need for a holistic approach that integrates both academic and administrative factors to improve institutional effectiveness and support strategic decision-making in public higher education. This study develops and validates a multidimensional performance framework for public higher education institutions (HEIs) in developing Balkan countries, integrating both academic and administrative dimensions of institutional performance. Using a cross-sectional design, data were collected from 162 respondents across public HEIs in Serbia, Bosnia and Herzegovina, Montenegro, North Macedonia, and Albania. A two-stage analytical approach was employed: an exploratory factor analysis (EFA) to identify the underlying structure of performance dimensions, followed by a confirmatory factor analysis (CFA) to validate the measurement model. The results confirm a robust five-factor structure, comprising three academic dimensions—teaching and learning, research, and knowledge transfer—and two administrative dimensions—resources and internationalization. Structural equation modeling (SEM) was used to assess the effects of academic and administrative performance on overall higher education performance (OHEP). Findings indicate that administrative performance exerts a stronger influence on institutional outcomes (β = 0.649, p < 0.001) compared to academic performance (β = 0.314, p < 0.001). Together, these dimensions explain 51.9% of the variance in overall institutional performance. The study contributes to the limited literature on integrated performance assessment in resource-constrained higher education systems. It offers empirically validated insights for policymakers and university leaders, emphasizing the importance of aligning academic and administrative capacities to enhance institutional effectiveness and inform strategic decision-making in public HEIs. Full article

(This article belongs to the Special Issue Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development)

► Show Figures

Figure 1

34 pages, 832 KB

Open AccessArticle

The Moral Architecture of Green Performance: Building Sequential Identity from Values and Virtues to Sustained Action in Hospitality

by Wagih M. E. Salama, Moataz Bellah Farid, Mohamed Ahmed Suliman and Samy Wageh Mahmoud

Sustainability 2026, 18(4), 2044; https://doi.org/10.3390/su18042044 - 17 Feb 2026

Viewed by 532

Abstract

This study addresses a critical gap in sustainable human resource management research by examining the psychological mechanisms through which Green Human Resource Management (GHRM) influences Sustainable Employee Performance in hospitality organizations. Data were collected through a two-wave time-lagged design from 392 hotel employees in Egypt’s hospitality sector. Partial Least Squares Structural Equation Modeling (PLS-SEM) was employed to test direct effects, parallel mediation, and sequential mediation pathways. The results reveal that GHRM significantly shapes both Moral Self and Moral Integrity, which in turn drive Sustainable Employee Performance. The sequential mediation pathway through which GHRM influences Moral Self, subsequently cultivating Moral Integrity and ultimately enhancing performance, was strongly supported, with approximately 81% of GHRM’s total effect operating through these moral identity mechanisms. Sustainable performance was found to be explained by over 61% of variance in the model, illustrating substantial predictive validity, thus confirming that moral identity is the central psychological conduit for the direct effect of the organizational sustainability system on employee behavior. Full article

(This article belongs to the Special Issue Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development)

► Show Figures

Figure 1

34 pages, 841 KB

Open AccessArticle

Fostering Sustainable Innovation Through Communication Quality: The Sequential Role of Trust in Leadership and Organizational Commitment in Team-Based Enterprises

by Mohamed Rajhi and Hasan Yousef Aljuhmani

Sustainability 2026, 18(2), 554; https://doi.org/10.3390/su18020554 - 6 Jan 2026

Cited by 11 | Viewed by 1864

Abstract

Although communication quality is widely recognized as a catalyst for workplace innovation, existing research seldom integrates communication quality, trust in leadership, and organizational commitment within a single explanatory framework, particularly in team-based enterprises operating in emerging economies. This study examines how communication quality fosters employee innovation through the sequential mediating roles of trust in leadership and organizational commitment, emphasizing its contribution to sustainable enterprise performance. Rooted in Social Exchange Theory (SET), the study illustrates how transparent, reciprocal, and supportive communication enhances relational trust, strengthens employees’ emotional attachment to their organizations, and creates a climate conducive to creativity and collaborative problem-solving. A quantitative design was employed using data from employees engaged in innovation-driven projects within medium- and large-sized software firms in Turkey’s ICT sector. A total of 339 valid responses were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the hypothesized relationships. The findings demonstrate that communication quality directly promotes employee innovation and indirectly strengthens innovation through trust in leadership and organizational commitment as sequential mediators. Additionally, organizational commitment amplifies the influence of communication quality on innovation, indicating that committed employees more effectively translate constructive communication into innovative behaviors. These results underscore the strategic importance of communicative clarity, relational leadership, and commitment-building practices in shaping resilient, innovation-oriented teams. The study advances SET by identifying trust and commitment as key relational mechanisms through which communication quality drives innovation, offering theoretical enrichment and practical guidance for sustainable human resource management and team-based organizational development. Full article

(This article belongs to the Special Issue Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development)

► Show Figures

Figure 1

22 pages, 668 KB

Open AccessArticle

Digital Red Tape in Public Organizations: Challenges to Sustainable Digital Transformation

by Juan Liu, Shuigen Hu, Yantong Jin and Lieen Weng

Sustainability 2025, 17(23), 10681; https://doi.org/10.3390/su172310681 - 28 Nov 2025

Cited by 5 | Viewed by 2071

Abstract

Digital transformation is expected to improve the sustainability, efficiency, and transparency of public organizations. Yet, it also entails unintended consequences by generating digital red tape, defined as dysfunctional rules that impose compliance burdens through their integration with digital technologies. This study examines how organizational structure shapes the emergence of digital red tape and how these patterns affect the sustainability of digital transformation. Using two-wave survey data from public employees, digital red tape was measured as digital compliance burden and digital functionality deficiency, while formalization and centralization captured key structural dimensions. Group comparisons were conducted to assess differences in digital red tape and its two dimensions across demographic and organizational categories, followed by robust OLS regressions estimated for upper, middle, and lower bureaucratic echelons. The results show that younger employees and those in lower-echelon organizations perceive higher levels of digital red tape. Across the full sample, both formalization and centralization are positively and significantly associated with digital red tape, with centralization displaying the strongest and most consistent relationships. Echelon-specific regressions further indicate that these structural associations vary in magnitude across hierarchical levels. Centralization remains positively related to digital red tape in all echelons, while the association between formalization and digital red tape appears most pronounced in the middle echelon. Ultimately, sustainable digital transformation requires recognizing both the existence of digital red tape and the ways in which organizational structures shape its emergence and distribution, potentially constraining organizational innovation and diminishing public value. Full article

(This article belongs to the Special Issue Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development)

► Show Figures

Figure 1

26 pages, 367 KB

Open AccessArticle

The Impact of ESG on Earnings Quality and Real Earnings Management: The Role of Firm Size

by Stylianos Efstratios Vatis, George Drogalas, Antonios Persakis and Evangelos Chytis

Sustainability 2025, 17(11), 5027; https://doi.org/10.3390/su17115027 - 30 May 2025

Cited by 8 | Viewed by 7607

Abstract

This study examines the impact of ESG on Εarnings Quality (EQ) and Real Earnings Management (REM). Additionally, it investigates the potential role of firm size (FS) in this relationship. Using a fixed-effects multivariate regression analysis on an international sample of 32,050 firm-year observations over the period 2003–2022, we show that ESG enhances EQ and restricts REM. Further analysis confirms our main findings, indicating that the intensity of the positive relationship between ESG and EQ is more pronounced in small firms, while the negative association between ESG and REM is more intense in large firms. To the best of our knowledge, this is the first study to capture the impact of ESG on both EQ and REM using international evidence, while testing the role of FS. Our findings suggest that EQ and earnings management (EM) can be viewed as a double-edged sword of reporting quality, thus, a more flexible and proactive strategy is needed when considering the material effects of ESG. Full article

(This article belongs to the Special Issue Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development)

18 pages, 1186 KB

Open AccessArticle

Social and Economic Aspects of Sustainable Development: Intensity of Collaboration as a Key Driver of Team Work Engagement

by Marta Moczulska, Renata Winkler and Katarzyna Tarnowska

Sustainability 2025, 17(8), 3643; https://doi.org/10.3390/su17083643 - 17 Apr 2025

Cited by 1 | Viewed by 1586

Abstract

Collaboration among employees is critical to achieving sustainability goals. This article explains how employee engagement fosters the socio-economic dimension of sustainability, both for the organization and society. As is well known, there is a constant search for factors that enhance engagement. Given that one of the important requirements for its formation is affiliation, it is assumed that cooperation can foster engagement. It should be noted that it is also an important element of social sustainability, as it enables the building of lasting relationships and social capital. After all, employees may, in fact, perform tasks in different ways, and this affects not only the relationship between them, but also their performance (work results achieved). While there are studies on collaboration as well as on the determinants of employee engagement, there is a lack of research on the kind of collaboration in the context of team engagement. This article aims to help reduce this gap. The goal of our research was to determine whether and how the intensity of collaboration is related to the level of team work engagement. The intensity of collaboration is analyzed through the level of behavioral, structural, and functional interdependence, and the engagement is understood according to the Schaufeli and Bakker approach. Taking this into account, 12 teams operating in various industries, who carry out various scopes of tasks, were invited to participate in the study. The assumption was confirmed. At the same time, the importance of relational aspects for team work engagement, i.e., behavioral interdependence, the method of contact between team members, and the difficulty of performing tasks, was highlighted. Based on the research results, it was indicated that leadership and environmental conditions (centralization, formalization) are crucial for working in teams in the context of team work engagement. It should be emphasized that this study is a valuable guideline for managers and organizations that want to nurture the engagement of the whole team. At the same time, like the aspect of team autonomy, it suggests a direction for further research to support the long-term sustainability of the organization. Full article

(This article belongs to the Special Issue Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development)

► Show Figures

Figure 1

33 pages, 2099 KB

Open AccessArticle

Sustainable Human Resource Management in Emergencies: The Case of the Lithuanian Logistics Sector

by Kristina Čižiūnienė, Gabrielė Voronavičiūtė, Dragan Marinkovic and Jonas Matijošius

Sustainability 2025, 17(6), 2591; https://doi.org/10.3390/su17062591 - 15 Mar 2025

Cited by 4 | Viewed by 2902

Abstract

The main aim of this article is to evaluate how well sustainable HRM practices support organizational sustainability and staff resilience during crises. This paper examines how responses to COVID-19 and geopolitical concerns have affected the HRM practices of Lithuanian logistics enterprises. This study employed a qualitative research approach, conducting semi-structured interviews with twelve HR managers from prominent logistics companies in Lithuania. The participants selected guaranteed industry-relevant insights due to their experience with HRM crisis management. Using Braun and Clarke’s approach, data were thematically analyzed to find notable HRM projects supporting workforce sustainability under crisis conditions. The findings identify three key HRM methods required for crisis resilience: strategic workforce flexibility, employee well-being and resource conservation, and long-term organizational resilience. The findings show that organizations that implemented flexible work rules, mental health support programs, and digital HRM solutions had higher employee retention and operational continuity. This study also incorporates the resource-based view (RBV) and conservation of resources (COR) theories, underlining the need for sustainable human resource management techniques as both a competitive economic resource and a psychological buffer for employees in crisis situations. This study makes actionable HRM recommendations to help firms establish organized crisis response HRM frameworks, with a focus on flexible workforce management, mental health interventions, and proactive digitization tactics. These results can be used by policymakers and business leaders to institutionalize HRM crisis-ready strategies, thus enhancing labor market stability in challenging environments. This paper contributes to the body of knowledge on HRM crisis management by suggesting a disciplined HRM crisis response model combining actual data from the logistics industry with theoretical points of view. This paper provides a useful road map for HR managers wishing to create strong staff management strategies in difficult times. Full article

(This article belongs to the Special Issue Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development)

► Show Figures

Figure 1

25 pages, 1136 KB

Open AccessArticle

Sustainable Leadership and Conflict Management: Insights from Greece’s Public Sector

by Kyriaki Aravidou, Sotiria Triantari and Ioannis Zervas

Sustainability 2025, 17(5), 2248; https://doi.org/10.3390/su17052248 - 5 Mar 2025

Cited by 5 | Viewed by 10668

Abstract

This study investigates the relationship between sustainable leadership styles and conflict management strategies within the context of Greek Public Sector. Specifically, it examines how collaborative, transformational, and authoritarian leadership styles impact workplace conflict resolution. The research adopts a case study methodology, focusing on Departments of Public Works in Greece, where data were collected through questionnaires. The analysis involved quantitative methods, including exploratory factor analysis (EFA), to examine the relationship between leadership styles and conflict management techniques. Results indicate that collaborative leadership is strongly associated with higher employee satisfaction and more effective conflict resolution, particularly in organizations with flat hierarchical structures. Transformational leadership fosters trust and open communication, which further enhance conflict resolution. On the other hand, authoritarian leadership styles correlate with increased workplace tension, lower satisfaction, and less effective conflict management, especially in high power-distance environments. The study also highlights cultural factors, such as the Greek emphasis on interpersonal relationships, as critical influences on leadership effectiveness. These findings underline the need for culturally adaptive and sustainable leadership strategies and provide practical recommendations for promoting harmony and productivity in Greek organizations. Full article

(This article belongs to the Special Issue Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development)

► Show Figures

Figure 1

22 pages, 547 KB

Open AccessArticle

How Does Corporate Environmental Performance Contribute to Firm Performance and Customer Satisfaction? A Longitudinal Investigation

by Mansour Alyahya and Gomaa Agag

Sustainability 2025, 17(4), 1644; https://doi.org/10.3390/su17041644 - 17 Feb 2025

Cited by 4 | Viewed by 5581

Abstract

This research adopted a distinctive approach to explore the link between corporate environmental performance, customer satisfaction, and firm performance. It also examines the moderating role of digital transformation on these relationships. We collected longitudinal data covering 2745 firm-year observations from the U.S. Standard & Poor’s (S&P) 500. Our study utilised “the generalised method of moments (GMM) technique” to analyse the longitudinal data. The results revealed that a one-unit enhancement in CEP results in, on average, a 10.1% rise in the growth rate of ROA, a 13.40% increase in Tobin’s Q, and a 14.2% increase in customer satisfaction. Moreover, digital transformation moderates the links between CEP, firm performance, and customer satisfaction. The findings of our study guide policymakers, researchers, shareholders, and managers in addressing the challenge of corporate environmental performance. Full article

(This article belongs to the Special Issue Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development)

► Show Figures

Figure 1

13 pages, 198 KB

Open AccessArticle

Integrating Sustainability into Human Resource Management: Building a Greener Workforce for the Future

by Christos Papademetriou, Sofia Anastasiadou, Demetrios Belias and Konstantina Ragazou

Sustainability 2025, 17(3), 1113; https://doi.org/10.3390/su17031113 - 29 Jan 2025

Cited by 22 | Viewed by 10528

Abstract

This article examines the incorporation of sustainability into Human Resource Management (HRM) practises, emphasising the role of HR as a catalyst for sustainable growth within organisations. The study employs a qualitative research methodology, relying on comprehensive interviews with HR specialists from various businesses. These interviews explore the methods, problems, and triumphs related to integrating sustainability into HR services, including recruitment, training, performance management, and employee engagement. The qualitative insights indicate essential strategies, such as the implementation of eco-friendly recruitment procedures, the execution of sustainability-oriented training, and the incorporation of environmental and social objectives into performance evaluations. This study elucidates recommended methods for cultivating a culture of sustainability in organisations, as well as the perceived effects of staff dedication, organisational morale, and company image. The results underscore the crucial role of HRM in advancing sustainability, illustrating how qualitative insights may guide practical measures for developing a workforce fit with long-term social and environmental objectives. Full article

(This article belongs to the Special Issue Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development)

25 pages, 732 KB

Open AccessArticle

The Role of Green Innovation Appropriability and Firm Performance: Evidence from the Chinese Manufacturing Industry

by Qihang Zhang and Jie Jiang

Sustainability 2025, 17(2), 517; https://doi.org/10.3390/su17020517 - 10 Jan 2025

Cited by 5 | Viewed by 3705

Abstract

The growing concern over environmental degradation has pushed firms towards green innovation—technological progress that reduces environmental impact, especially in the manufacturing regime. In this context, appropriability, or the ability of firms to protect and profit from their innovations, particularly green technological innovation, becomes crucial. This paper investigates the role of appropriability in the relationship between green innovation and a firm’s performance and the circumstances in which that effect will be strengthened or lessened. To conduct this study, we examined 618 Chinese manufacturing firms from 2015 to 2021 and found that stronger green innovation appropriability (GIA) leads to better firm performance. Furthermore, that positive effect is superior in discrete technology regimes than in cumulative technology regimes; nonetheless, increasing the shareholding of national institutional investors can intensify GIA’s force. This study contributes to the literature on green innovation management and provides practical insight for Chinese manufacturing firms aiming to pursue sustainable production processes as well as improve their economic performance. Full article

(This article belongs to the Special Issue Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development)

► Show Figures

Journal Menu

Journal Browser

Enterprise Performance, Teamwork, and Team Management: A Perspective of Sustainable Enterprise and Public Organizations Development

Share This Special Issue

Special Issue Editors

Special Issue Information

Keywords

Benefits of Publishing in a Special Issue

Published Papers (11 papers)

Research

Further Information

Guidelines

MDPI Initiatives

Follow MDPI