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Special Issue "Employees, Internal Social Responsibility, and Corporate Sustainability"

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: 30 September 2021.

Special Issue Editors

Prof. Dr. José Luis Vázquez-Burguete
E-Mail Website
Guest Editor
Business Management and Economics Department, University of León, 24071 León, Spain
Interests: public and nonprofit marketing; CSR; sustainable development; sustainable consumption
Special Issues and Collections in MDPI journals
Prof. Dr. M. Isabel Sánchez-Hernández
E-Mail Website
Guest Editor
Business Management and Sociology Department, University of Extremadura, 06006 Badajoz, Spain
Interests: human resources management; CSR; internal marketing; sustainability
Special Issues and Collections in MDPI journals
Prof. Dr. María P. García-Miguélez
E-Mail Website
Guest Editor
Private and Business Law Department, University of León, 24071 León, Spain
Interests: labor Law; human resources management; CSR; internal marketing
Prof. Dr. Ana Lanero-Carrizo
E-Mail Website
Guest Editor
Business Management and Economics Department, University of León, 24071 León, Spain
Interests: public and nonprofit marketing; CSR; sustainable development; sustainable consumption

Special Issue Information

Dear Colleagues,

More and more companies and institutions claim to be committed to sustainability, a multidisciplinary concept comprising social, environmental, and economic issues, and involving both an internal and external dimension (Sánchez-Hernández et al., 2016a). Indeed, an increasing number of sustainable policies and actions are aimed at external target audiences. Meanwhile, evidences of the incorporation of sustainable and responsible principles into internal management in organizations are not so common (Sánchez-Hernández and Grayson, 2012; Vázquez-Burguete et al., 2014), even when evidence also shows that most effective external actions are supported by the prior commitment of employees to responsibility and sustainability (De Stefano et al., 2018; Pérez et al., 2018), then suggesting that there is still much to be done (Vázquez-Burguete et al., 2008; Grayson and Sánchez-Hernández, 2010; Vázquez-Burguete et al., 2013; Sánchez-Hernández et al., 2016b; 2020).

This Special Issue on “Employees, Internal Social Responsibility, and Corporate Sustainability” aims to explore, discuss, and analyze how sustainable principles are being adopted in human resource management and internal marketing in all organizations in any sector (private, but also public, third and fourth sectors) as well as how this has been contributing and can contribute in the near future to the achievement of successful sustainable practices.

The guest editors welcome theoretical and empirical contributions focused on, but not limited to, the following topics:

- Internal Social Responsibility actions and campaigns in public, private, nonprofit, and hybrid organizations

- Internal marketing actions and policies dealing with sustainability principles

- Human Resource Management approaches to sustainability

- The Human Resource Department role in Corporate Social Responsibility and sustainability

- The journey to Green/Sustainable labor practices fostering employees well-being

- Labor relations and the legal support for internal management practices and procedures based on sustainability

-The incorporation of the UN Sustainable Development Goals (SDGs) to Human Resource Management and internal marketing practices

References

- De Stefano, F.; Bagdadli, S.; Camuffo, A. The HR role in corporate social responsibility and sustainability: A boundary‐shifting literature review. Human Resource Management 2018, 57(2), 549–566.

- Grayson, D.; Sánchez-Hernández, M.I. Using internal marketing to engage employees in corporate responsibility. Working Paper Series. Doughty Center for Corporate Responsibility, UK, 2010.

- Pérez, S.; Fernández-Salinero, S.; Topa, G. Sustainability in organizations: perceptions of Corporate Social Responsibility and Spanish employees’ attitudes and behaviors. Sustainability 2018, 10, 3423.

- Sánchez-Hernández, M.I.; Grayson, D. Internal marketing for engaging employees on the corporate responsability journey. Intangible Capital 2012, 8(2), 275–307.

- Sánchez-Hernández, M.I.; Gallardo-Vázquez, D.; Barcik, A.; Dziwiński, P. The effect of the internal side of social responsibility on firm competitive success in the business services industry. Sustainability 2016a, 8, 179.

- Sánchez-Hernández, M.I.; Stankevičiūtė, Ž.; Robina-Ramírez, R.; Díaz-Caro, C. Responsible job design based on the Internal Social Responsibility of local governments. International Journal of Environmental Research and Public Health 2020, 17(11), 3994.

- Sánchez-Hernández, M.I.; Vázquez-Burguete, J.L.; García-Miguélez, M.P. New tools fostering human potential through internal social responsibility. Human Resources Management & Ergonomics 2016b, X(1), 86–96.

- Vázquez-Burguete, J.L.; Gutiérrez-Rodríguez, P.; García-Miguélez, M.P. Chance or necessity for applying internal marketing in public sector? Some evidences from local Spanish administrations. In Marketing in dynamic environments: contemporary research advances; Veloutsou, C., Papadopoulos, N., Eds.; Athens Institute for Education and Research: Athens, Greece, 2008; pp. 381–392.

- Vázquez-Burguete, J.L.; Lanero-Carrizo, A.; García-Miguélez, M.P. Expectations of responsible human resources management in three institutional contexts. A survey study in Spain. Human Resources Management & Ergonomics 2013, VII(1), 115–127.

- Vázquez-Burguete, J.L.; López-Aza, C.; Lanero-Carrizo, A. Responsible human resources management in the university – a view of Spanish students. Human Resources Management & Ergonomics 2014, VIII(1), 118–128.

Prof. Dr. José Luis Vázquez-Burguete
Prof. Dr. M. Isabel Sánchez-Hernández
Prof. Dr. María P. García-Miguélez
Prof. Dr. Ana Lanero-Carrizo
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 papers will be 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 1900 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

  • corporate responsibility
  • internal marketing
  • internal social responsibility
  • responsible human resource management
  • sustainability

Published Papers (5 papers)

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Research

Article
Internal Corporate Social Responsibility for Sustainability
Sustainability 2021, 13(14), 7920; https://doi.org/10.3390/su13147920 - 15 Jul 2021
Cited by 1 | Viewed by 492
Abstract
The recent attention paid to internal corporate social responsibility (ICSR) observed in the academic literature has been paralleled by an increased focus thereof in management, to achieve the United Nations (UN) Sustainable Development Goals (SDGs). A bibliometric examination of the literature on ICSR [...] Read more.
The recent attention paid to internal corporate social responsibility (ICSR) observed in the academic literature has been paralleled by an increased focus thereof in management, to achieve the United Nations (UN) Sustainable Development Goals (SDGs). A bibliometric examination of the literature on ICSR and a complementary content analysis with ATLAS.ti revealed that the topic was largely neglected until 2014 but has now reached a consolidation stage. The main contribution of this paper was to conceptualize ICSR within the current theoretical paradigm of sustainability. The obtained results demonstrate that sustainable management requires attention to internal practices such as employee well-being and engagement. We anticipate that very soon, organizations will be directly involved in the SDG agenda through ICSR. Full article
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Article
Stimulation of Employees’ Green Creativity through Green Transformational Leadership and Management Initiatives
Sustainability 2021, 13(14), 7844; https://doi.org/10.3390/su13147844 - 14 Jul 2021
Viewed by 599
Abstract
Drawing upon the componential theory of creativity and social information processing theory, this research elucidates how and why the synergy of green HR practices and green strategies stimulate green creativity. It also explores the possible mediation effect of green transformational leadership (TFL) on [...] Read more.
Drawing upon the componential theory of creativity and social information processing theory, this research elucidates how and why the synergy of green HR practices and green strategies stimulate green creativity. It also explores the possible mediation effect of green transformational leadership (TFL) on the relationship between organizational interventions and green creativity. Survey questionnaires were used to collect data from managers working in large manufacturing firms. The structural equation modeling technique was applied to test the hypothesized relationships. Findings of research revealed that green management initiatives and green TFL stimulate green creativity. Moreover, the intervening impact of green TFL on the relationship between the aforementioned relationships was also established. Policymakers should devise green strategies and provide support to green HR practices for the stimulation of green creativity, whereas HR managers must ensure the compatibility of HR functions with corresponding organizational green strategies. Employees involved in green creative behaviors should be rewarded and retained. Training must be provided in order to keep employees abreast of the latest practices for environment conservation. Furthermore, managers should exhibit a green TFL style to advance green management initiatives and fuel green creativity among employees. This study highlights the significance of the synergy between green HR practices and the firm’s green strategies to stimulate employees’ green creativity. Furthermore, green management initiatives were also found to be the contextual precursor of green TFL, which enhances our understanding of the green TFL style. Lastly, the mediation effect of green TFL implies that it can serve as a proximal HR outcome to implement the organizational green agenda. Full article
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Article
Employee’s Market Orientation Behavior and Firm’s Internal Marketing Mechanism: A Multilevel Perspective of Job Performance Theory
Sustainability 2021, 13(12), 6972; https://doi.org/10.3390/su13126972 - 21 Jun 2021
Viewed by 582
Abstract
The competition in today’s market is increasingly intensive. Employees’ market orientation behavior (MOB) is crucial for a firm to respond to market changes and attain its business performance goal. Moreover, a firm must exercise the internal marketing mechanism (IMM) to prepare employees for [...] Read more.
The competition in today’s market is increasingly intensive. Employees’ market orientation behavior (MOB) is crucial for a firm to respond to market changes and attain its business performance goal. Moreover, a firm must exercise the internal marketing mechanism (IMM) to prepare employees for providing superior service to satisfy internal and external customers’ needs. This study aims to examine how the IMM works with knowledge integration (KI), relationship quality (RQ), relational bond (RB), and organizational citizenship behavior (OCB) to influence MOB. A total of 471 valid responses from employees of 47 banks were collected. The Hierarchical Linear Model is used to analyze the IMM’s effects (as the organizational-level variable) on MOB (as the outcome variables) and the relationships between the other variables (as the individual-level variables) and MOB. The results show that all predictor variables have significant and direct effects on MOB. The IMM’s moderating effects are significant when it interacts with OCB and RB, but not RQ. The negative interaction effect of IMM and OCB offers a caveat to corporate management in balancing OCB activities among the employees. Full article
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Article
What Matters for Job Security? Exploring the Relationships among Symbolic, Instrumental Images, and Attractiveness for Corporations in South Korea
Sustainability 2021, 13(9), 4854; https://doi.org/10.3390/su13094854 - 26 Apr 2021
Viewed by 482
Abstract
This study examines the extent to which the symbolic and instrumental images and attractiveness toward an organization are related. This study further focuses on global human resource management and reports findings from two studies: Study 1 uses the data from undergraduate students, and [...] Read more.
This study examines the extent to which the symbolic and instrumental images and attractiveness toward an organization are related. This study further focuses on global human resource management and reports findings from two studies: Study 1 uses the data from undergraduate students, and Study 2 cross-validates the findings of Study 1 by using actual data from employees. The distinction of this study from previous works is that the present work focuses on a Korean organizational context (collectivistic cultures) and the differences between the potential applicants and employees in the perception of an organization′s attractiveness. Furthermore, it investigates the relationship between the symbolic and instrumental images toward organizations, unlike existing relative research. The results show that the symbolic and instrumental images are related, and the perceptions of the corporate image differ for the potential applicants and employees in the context of collectivistic cultures. The more competent employees consider their organization to be, the more job security they perceive their organization to provide. Moreover, the symbolic image of being competent is negatively related to the instrumental image of job security. Since this study used cross-sectional data, future studies need to use longitudinal data to establish our model′s causal claim empirically and investigate the underlying reasons behind these differences. Full article
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Article
Corporate Social Responsibility and Proenvironmental Behaviour in Employees: Evidence in Acapulco, Mexico
Sustainability 2021, 13(9), 4597; https://doi.org/10.3390/su13094597 - 21 Apr 2021
Viewed by 559
Abstract
Corporate social responsibility (CSR) has been the subject of extensive research, especially during the past two decades; however, few academic studies investigated the relationship between CSR and employee behaviour. This study reduces this gap by identifying the degree of association between CSR and [...] Read more.
Corporate social responsibility (CSR) has been the subject of extensive research, especially during the past two decades; however, few academic studies investigated the relationship between CSR and employee behaviour. This study reduces this gap by identifying the degree of association between CSR and the proenvironmental behaviour (PEB) of workers. These concepts were analysed among companies that are recognised as being socially responsible and others that are not; not enough empirical evidence was found to determine if these are positively affecting employee PEB in the Mexican context. The methodology was quantitative through questionnaires addressed to workers from renowned companies in Mexico, and analysed by using structural equation modelling (SEM) in AMOS software. Results showed that the CSR practices of the companies with a badge and the PEB of their workers are poorly related. The average of compliance with global CSR practices for companies that have a badge is less than or equal to that of those that do not. Conclusions indicate that CSR could occur only in declarative terms from the workers’ perception. Full article
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