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Occupational and Organizational Psychology and Behavior Analysis for Sustainable Development
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Occupational and Organizational Psychology and Behavior Analysis for Sustainable Development

A special issue of Sustainability (ISSN 2071-1050). This special issue belongs to the section "Psychology of Sustainability and Sustainable Development".

Deadline for manuscript submissions: closed (31 December 2023) | Viewed by 16106

Special Issue Editor

Prof. Dr. Hyo Sun Jung

E-Mail Website
Guest Editor
Center for Converging Humanities, Kyung Hee University, Seoul 02447, Republic of Korea
Interests: hospitality; organizational culture; psychological well-being; employee behavior
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

The purpose of this Special Issue is to examine the impact of occupational psychology and organizational psychology on employees’ sustainable behavior.

We welcome articles examining organizational occupational psychology and organizational psychology in all industries. We encourage a variety of studies, including but not limited to surveys, case studies, experimental design papers, and big data analyses.

Topics of interest may include but are not limited to the following:

  • Occupational psychology;
  • Organizational psychology;
  • Organizational behavior;
  • Sustainable development;
  • Employees’ sustainable behavior.

Prof. Dr. Hyo Sun Jung
Guest Editor

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 100 words) can be sent to the Editorial Office for announcement on this website.

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

  • organizational culture
  • sustainable development
  • employees’ sustainable behaviour
  • Workplace well-being
  • occupational psychology

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

Published Papers (4 papers)

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Research

24 pages, 1682 KiB  
Article
Workplace Energy Culture Framework: A Mixed Methods Study Examining Differences in Energy Use and Behaviours within an Industrial Workplace
by Llinos Brown
Sustainability 2024, 16(7), 3072; https://doi.org/10.3390/su16073072 - 7 Apr 2024
Cited by 1 | Viewed by 1919
Abstract
One way to achieve energy efficiency in the workplace is to change employee behaviour. Research in this area is limited, and significant gaps remain in understanding differences in how energy is used within workplaces and the suitability of existing frameworks for application in [...] Read more.
One way to achieve energy efficiency in the workplace is to change employee behaviour. Research in this area is limited, and significant gaps remain in understanding differences in how energy is used within workplaces and the suitability of existing frameworks for application in workplace settings. This paper addresses these gaps by applying and further developing the interdisciplinary energy culture framework (ECF) to examine employee energy use in an industrial workplace with an office and manufacturing areas. A mixed methods approach consisting of surveys, a focus group and interviews is applied. Results show significant differences in the office and manufacturing areas, with office areas having a more energy-efficient energy culture. Qualitative results show differences exist due to organizational behaviours, such as the effectiveness of business communications methods, varying levels of investment, the physical environment and work tasks. Results also show external influences, such as government budgets, business structure, and wider organisational cultures, impact energy cultures and how energy is used. This paper proposes modifications to the ECF, which acknowledges the multi-scalar nature of workplace energy cultures. This paper demonstrates how the ECF can be applied to workplace settings, allowing further understanding of how energy is used, and identifying wider organizational, occupational, and individual psychological influences on energy use. Full article
(This article belongs to the Special Issue Occupational and Organizational Psychology and Behavior Analysis for Sustainable Development)
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16 pages, 708 KiB  
Article
Impact of Future Work Self-Salience on Proactive Behaviors: An Integrative and Comparative Study of Multiple Proactive Behaviors
by Chen-Lu Yang, Yuhui Li and Kun Qiao
Sustainability 2023, 15(20), 14912; https://doi.org/10.3390/su152014912 - 16 Oct 2023
Viewed by 2104
Abstract
The concept of Future Work-Salience (FWSS) plays a pivotal role in ensuring sustainable employability. Previous studies on FWSS have primarily focused on career-related outcomes, neglecting the broader domain of proactive behaviors. Furthermore, the existing literature lacks research that has comprehensively compared and analyzed [...] Read more.
The concept of Future Work-Salience (FWSS) plays a pivotal role in ensuring sustainable employability. Previous studies on FWSS have primarily focused on career-related outcomes, neglecting the broader domain of proactive behaviors. Furthermore, the existing literature lacks research that has comprehensively compared and analyzed multiple categories of proactive behavior within the same study. Drawing on the conservation of resources theory, the present study aims to examine the effects of FWSS on pro-organizational, prosocial, and pro-self-proactive behaviors via career planning, and the potential moderator of uncertainty avoidance. Data were collected using two-wave questionnaires from 191 Chinese employees and analyzed using PLS-SEM. The results showed that FWSS positively affected pro-organizational, prosocial, and pro-self-proactive behaviors via the mediator of career planning. Uncertainty avoidance weakened the positive effect of career planning on pro-self-proactive behavior, but did not significantly moderate the relationship between career planning and pro-organizational or prosocial–proactive behaviors. This study reveals the positive effects of FWSS on organizations, colleagues, and individuals, as well as the underlying mechanism and boundary conditions. By comparing the similarities and differences among multiple proactive behaviors, the theoretical applications and research scope of proactive behaviors were expanded. Finally, we have provided effective management suggestions for organizations on how to improve employees’ proactive behaviors. Full article
(This article belongs to the Special Issue Occupational and Organizational Psychology and Behavior Analysis for Sustainable Development)
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20 pages, 885 KiB  
Article
The Impact of Idiosyncratic Deals on Coworkers’ Interactive Behavior: The Moderating Role of Developmental Human Resource Management Practices
by Chen Ding, Ziteng Zhang, Shuming Zhao and Gaoqi Zhang
Sustainability 2023, 15(18), 13843; https://doi.org/10.3390/su151813843 - 18 Sep 2023
Viewed by 2013
Abstract
Organizations have come to recognize the importance of their human capital, particularly their top-performing employees, in sustaining their businesses in today’s competitive 21st-century landscape. To reward these few talented employees, organizations offer them preferential treatment in the form of idiosyncratic deals (i-deals). I-deals [...] Read more.
Organizations have come to recognize the importance of their human capital, particularly their top-performing employees, in sustaining their businesses in today’s competitive 21st-century landscape. To reward these few talented employees, organizations offer them preferential treatment in the form of idiosyncratic deals (i-deals). I-deals can effectively improve the performance of recipients, but this is not enough to demonstrate their management effectiveness. We should also measure their functional impact from the perspective of bystanders. This study seeks to explore the functional and dysfunctional impacts of i-deals on bystanders. We collected two-wave leader–employee matching data from sales teams, obtaining a sample of 108 leaders and 546 employees. The results indicate that coworkers’ perceptions of other employees’ i-deals (CPOEID) can provoke either malicious envy, which can lead to negative workplace gossip, or benign envy, which encourages feedback seeking. Developmental HRM practices not only lessen the positive effect of CPOEID on malicious and benign envy but also reduce the indirect effect of CPOEID on negative workplace gossip and feedback-seeking through malicious or benign envy. Our study, which applies social comparison theory, examines the double-edged effects of differentiated HRM practices on coworker interactive behavior. Additionally, our findings demonstrate the complementarity between differentiated and standardized HRM practices. Full article
(This article belongs to the Special Issue Occupational and Organizational Psychology and Behavior Analysis for Sustainable Development)
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16 pages, 519 KiB  
Article
Impact of Hotel Employees’ Psychological Well-Being on Job Satisfaction and Pro-Social Service Behavior: Moderating Effect of Work–Life Balance
by Hyo-Sun Jung, Yu-Hyun Hwang and Hye-Hyun Yoon
Sustainability 2023, 15(15), 11687; https://doi.org/10.3390/su151511687 - 28 Jul 2023
Cited by 11 | Viewed by 9103
Abstract
This study investigates how deluxe hotel employees’ perceptions of their own psychological well-being impact their job satisfaction and pro-social service behavior. It also examines the moderating effect of work–life balance on the relationship between psychological well-being and job satisfaction. A self-administered questionnaire was [...] Read more.
This study investigates how deluxe hotel employees’ perceptions of their own psychological well-being impact their job satisfaction and pro-social service behavior. It also examines the moderating effect of work–life balance on the relationship between psychological well-being and job satisfaction. A self-administered questionnaire was distributed to 275 deluxe hotel employees using convenience sampling. First, of the studied sub-factors of employee psychological well-being, positive relationships increased job satisfaction the most, followed by self-acceptance, purpose in life, and environmental mastery. Second, deluxe hotel employees’ job satisfaction positively impacted their pro-social service behavior. Third, the positive effect of one sub-factor of psychological well-being, purpose in life, had a stronger impact on job satisfaction in respondents with high levels of work–life balance. Theoretical and practical implications, as well as limitations and future research directions, are discussed. Full article
(This article belongs to the Special Issue Occupational and Organizational Psychology and Behavior Analysis for Sustainable Development)
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