Search Results (114)

Organisations increasingly combine social innovation and environmentally orientated technologies in response to sustainability and stakeholder pressures. However, empirical evidence remains limited on how organisational actors perceive and cognitively associate social innovation, green technologies, and practices related to the Sustainable Development Goals (SDGs), particularly in emerging European economies. This study addresses this gap by examining whether employees and managers perceive these dimensions as interconnected and whether green technologies represent a statistically significant indirect association between social innovation and SDG-related organisational practices. Using a cross-sectional online survey of 265 employees and managers from Romanian companies in production, services, IT, and commerce, we estimated an exploratory structural model through partial least squares structural equation modelling (PLS-SEM). The results reveal strong positive associations between perceived social innovation and SDG-related organisational practices, as well as between perceived social innovation and green technologies. Green technologies are also positively associated with SDG-related practices and exhibit a statistically significant indirect association within the observed pattern of associations. Consistent with perception-based research design, these findings suggest that respondents cognitively group social and technological initiatives as complementary components of a broader sustainability orientation, rather than indicating statistical or process-based mechanisms. The study contributes to organisational sustainability research by integrating social innovation and green technologies within a single organisational-level framework and by providing context-specific evidence from Romania, an under-represented central and Eastern European context. Full article

This research focuses on the effects of leadership styles on the implementation of Green Human Resource Management (Green HRM) initiatives in hotels in Greece by staff members, and it recognizes the lack of sustainability research in the Mediterranean hospitality sector. Employing the Full-Range Leadership Model, we explore the impact of transformational, transactional, and passive leadership on the implementation of environmental HR practices. The data for this study were obtained from 216 employees in 29 hotels in Greece, who completed the Multifactor Leadership Questionnaire (MLQ-5x) and a Green HRM instrument. Several regression analyses showed that transformational leadership was the most robust positive predictor of Green HRM practices, followed by leadership outcomes and transactional leadership. On the other hand, passive leadership was significantly inversely associated with Green HRM implementation. Demographic variables, such as gender, age, and experience, had a substantial impact on both perceptions of leadership and involvement in Green HRM as well. The results offer significant theoretical implications and practical directions for improving environmental performance in hospitality organizations through the strategic use of leadership development and human resource management intervention. Full article

As sustainability becomes a strategic priority, the Information Technology (IT) sector faces pressure on both reducing its environmental impact and leading in innovation. This study examines how Green Human Resource Management (GHRM) practices influence employees’ Green IT Attitudes (GITA) and beliefs within the IT industry. Guided by the Belief–Action–Outcome (BAO) framework, it explores how HR strategies can foster eco-conscious mindsets that support sustainable behaviour. A quantitative cross-sectional design was used, collecting data through a validated questionnaire. The study was conducted in Australia, focusing on IT professionals employed. Responses from 112 IT professionals, determined through G*Power sample estimation, were analysed using SPSS 28.0.1 with regression techniques to assess the relationship between GHRM practices and environmental attitudes and beliefs. Results indicate that GHRM practices have a modest but significant positive effect on employees’ green IT attitudes and beliefs, supporting the view that structured HR initiatives can shape sustainability-driven mindsets. The findings emphasize the strategic role of HR in embedding sustainability within organizational culture, particularly in technology-driven environments. The study offers practical guidance for IT organizations aiming to integrate sustainability into internal systems by leveraging HRM. Future research should examine moderating variables and long-term behavioural effects, enhancing our understanding of sustainability-focused HRM in the digital era. Full article

Despite growing attention to corporate environmental responsibility, there is limited understanding of the psychological and social mechanisms linking corporate environmental responsibility to employees’ coworker-focused pro-environmental behaviors in the workplace, such as advocacy directed at peers. This study examined the influence of corporate environmental responsibility on employees’ coworker pro-environmental advocacy in the Chinese energy sector, with a sample of 1528 employees. Focusing on the mediating roles of long-term orientation, meaningful work, and sense of community, the research integrates insights from Social Exchange Theory, Self-determination Theory, and Affective Events Theory. The data were analyzed using structural equation modeling (SEM) to test the hypothesized relationships. The findings revealed that corporate environmental responsibility positively impacted employees’ advocacy for eco-friendly behaviors among coworkers through forward-thinking attitudes, intrinsic motivation, and strengthened social bonds. The study offers theoretical contributions by unpacking the interplay of individual and organizational factors and provides practical recommendations for cultivating an environmentally conscious culture through value alignment, meaningful work initiatives, and fostering a strong sense of community. Full article

The present research examines how employees perceive their firms’ CSR initiatives that ultimately translate into desired attitudes and behaviors, i.e., employee environmental commitment (EEC) and knowledge sharing (KS) at the workplace, by underpinning social identity theory. However, when do undesired working conditions, i.e., Perception of Politics (POP), adversely influence these desired outcomes? We deliberately selected 45 firms in the services and manufacturing sectors of Pakistan operating in larger metropolitan cities and prevalent tourist destinations, and actively participating in CSR activities. Thereafter, three self-administered surveys were conducted by employing a time-lagged design with two temporal breaks. A total of 655 surveys were distributed among middle managers across selected firms. Accordingly, it is found that employees who strongly identify with their organizations tend to align their personal values with organizational sustainability efforts and actively participate in environmentally responsible practices. They also demonstrate a greater willingness to share knowledge and enhance the organization’s collective intelligence. However, when employees perceive a high level of political behavior within the organization, their trust in its ethical standards diminishes, leading to various negative attitudes and behaviors in the workplace. This research contributed in two ways to the existing literature: (a) by examining the employees’ understandings of firms’ CSR engagements and their trickle-down effect on EEC and KS, (b) and studying when POP adversely effects the above relationship. Full article

Both governments and businesses globally are realizing the importance of treating environmental management and protection programs as ongoing efforts that go beyond their immediate operations. However, past initiatives to improve the impact of these programs have faced setbacks due to growing environmental challenges. In this direction, the current study aims to develop a research model that examines the interplay between green supply chain management (GSCM), intellectual capital (IC), corporate social responsibility (CSR), and sustainable performance (SP) within Saudi Arabia’s drilling sector. Additionally, it examines the mediating roles of IC and CSR. Contextualized within the Saudi Vision 2030 framework, which emphasizes sustainability and industrial advancement, this study utilized a quantitative approach by applying structural equation modeling (SEM) to analyze survey data from 334 employees in the Eastern Region’s drilling industry. The findings indicate that GSCM significantly enhanced SP, IC, and CSR. Furthermore, CSR demonstrated a positive impact on both SP and IC and, crucially, significantly mediated the positive relationship between GSCM and SP. Conversely, IC, while positively influenced by GSCM and CSR, did not show a significant direct impact on SP, nor did it act as a significant mediator in the GSCM-SP linkage in this context. This research highlights the prominent role of CSR in translating GSCM practices into holistic performance improvements within this industrial setting. It suggests that firms seeking to maximize the benefits of GSCM should strategically embed these initiatives within a robust and visible CSR strategy to effectively meet stakeholder expectations and drive sustainable performance aligned with national goals. Full article

This study explores the impact of sustainable leadership (SL) on environmental performance (EP), focusing on the mediating role of employee well-being (EW) and the moderating role of eco-anxiety in green companies in Turkey. The framework is founded on the Job Demands-Resources (JD-R) paradigm and is enhanced by Sustainable Leadership Theory, Bottom-Up Spillover Theory, and Terror Management Theory. Data were collected from 289 employees at five environmentally sustainable enterprises in Turkey, using a standardized questionnaire to evaluate characteristics through validated multi-item scales. Structural equation modeling (SEM) with SmartPLS4 was employed to assess reliability, validity, and the suggested correlations. The study’s findings demonstrate that SL has a substantial and favorable impact on EP, both directly and indirectly, through the enhancement of staff well-being. Furthermore, research indicates that eco-anxiety mitigates the association between SL and well-being, suggesting that increased eco-anxiety diminishes the beneficial effects of leadership. These findings underline the significance of robust, SL and proactive management of eco-anxiety to enhance employee well-being and optimize corporate environmental results. The outcomes indicate that firms should allocate resources to leadership development initiatives and staff support frameworks to alleviate climate-related anxiety and enhance resilience. The study advances Sustainable Development Goal 3 (Good Health and Well-being) by demonstrating how psychological health and leadership synergize to enhance environmental performance. It also offers practical implications for sustainable workplace practices. Full article

The increased prevalence of mental health issues in the workplace affects employees’ well-being and organisational success, necessitating proactive interventions such as employee assistance programmes, stress management workshops, and tailored wellness initiatives. Artificial intelligence (AI) techniques are transforming mental health risk prediction using behavioural, environmental, and workplace data. However, the “black-box” nature of many AI models hinders trust, transparency, and adoption in sensitive domains such as mental health. This study used the Open Sourcing Mental Illness (OSMI) secondary dataset (2016–2023) and applied four ML classifiers, Random Forest (RF), xGBoost, Support Vector Machine (SVM), and AdaBoost, to predict workplace mental health outcomes. Explainable AI (XAI) techniques, SHapley Additive exPlanations (SHAP) and Local Interpretable Model-agnostic Explanations (LIME), were integrated to provide both global (SHAP) and instance-level (LIME) interpretability. The Synthetic Minority Oversampling Technique (SMOTE) was applied to address class imbalance. The results show that xGBoost and RF achieved the highest cross-validation accuracy (94%), with xGBoost performing best overall (accuracy = 91%, ROC AUC = 90%), followed by RF (accuracy = 91%). SHAP revealed that sought_treatment, past_mh_disorder, and current_mh_disorder had the most significant positive impact on predictions, while LIME provided case-level explanations to support individualised interpretation. These findings show the importance of explainable ML models in informing timely, targeted interventions, such as improving access to mental health resources, promoting stigma-free workplaces, and supporting treatment-seeking behaviour, while ensuring the ethical and transparent integration of AI into workplace mental health management. Full article

With the growing emphasis on sustainable development, organizations and government agencies are increasingly incorporating environmental, social, and governance (ESG) factors into their strategic agendas. However, previous research has primarily examined ESG performance, stakeholder engagement, and financial outcomes in isolation, overlooking the systemic role of employee perceptions and psychological responses. To address this shortcoming, this study integrated social identity theory and social exchange theory to explain how ESG practices influence green innovation behavior through organizational pride. Furthermore, drawing on organizational climate theory, we explored the moderating role of innovation climate in this relationship. We used structural equation modeling (SEM) to analyze data from 346 employees across diverse Chinese companies, enabling us to capture the overall structure of the relationship rather than isolated causal relationships. Our results show that all three dimensions of ESG practices significantly enhance organizational pride, which in turn stimulates green innovation, highlighting the indirect, systemic relationship between ESG and innovation outcomes. Organizational climate is an important contextual variable influencing both individual behavior and organizational performance. When organizations have a favorable innovation climate, employees are more likely to translate their pride into concrete innovative behaviors. While the direct impact of ESG (S) and ESG (G) on green innovation has not been confirmed, the mediating role of organizational pride and the moderating role of innovation climate highlight the dynamic interplay between psychological and organizational subsystems. This study conceptualizes ESG practices, organizational pride, and innovation climate as interconnected subsystems within a broader organizational system, providing a systems-based perspective for sustainability research. It advances theoretical understanding of how sustainability initiatives spread through psychological and organizational mechanisms and offers practical insights for policymakers and decision makers seeking to promote long-term green innovation. Full article

Sustainability has become a significant concern in the tourism and hospitality industries. There is an increasing emphasis on how a company’s operations and employees influence customer experiences and value. This study employed the Social Exchange Theory to investigate the impact of sustainability-oriented practices on customer-perceived values, with pro-environmental work behavior serving as a mediator. Data obtained from employees in the tourism and hospitality sector in Ghana were analyzed using Harman’s single factor test in SPSS version 24 and partial least squares structural equation model in SMARTPLS version 4. The study revealed that sustainability-oriented practices significantly enhance both perceived customer values and pro-environmental work behavior. Further, pro-environmental work behavior was found to have a significant influence on customer-perceived values. Finally, the study revealed that pro-environmental work behavior partially mediated the positive relationship between sustainability-oriented practices and customer-perceived values. These findings underscore the importance of incorporating employee-driven environmental behaviors into sustainability initiatives, offering both theoretical insights through the Social Exchange Theory and practical guidance for enhancing customer value in the hospitality industry. Full article

The research investigates the mediating influence of Green Human Resource Management (GHRM) practices—including environmentally focused recruitment, training, and performance management—on the relationship between green leadership and employees’ green advocacy within Saudi Arabia’s hospitality and tourism industry. Data were gathered through a structured questionnaire administered to supervisors and managers working in five-star hotels, producing 544 valid responses for analysis. The conceptual framework was examined using Structural Equation Modeling (SEM) with the WarpPLS 0.7 software to rigorously assess both the measurement validity and structural associations. The analysis demonstrated that green leadership exerts a positive and significant impact on GHRM practices as well as on employees’ willingness to advocate for environmentally responsible behaviors. Furthermore, GHRM initiatives were found to strengthen employees’ pro-environmental engagement and serve as a partial mediating channel between green leadership and green advocacy. Overall, the findings highlight that institutionalizing sustainable HRM approaches is a fundamental route through which leadership enhances environmental accountability and promotes the long-term economic viability of the hospitality sector. The study concludes by underscoring its theoretical and managerial implications, emphasizing how leadership-guided sustainability actions can foster an organizational culture grounded in ecological responsibility. Full article

The importance of emotional intelligence cannot be neglected when it comes to employees’ behavioral outcomes in the workplace. When organizations deploy Corporate Social Responsibility initiatives that improve their image, they can foster an atmosphere where employees develop loyalty and commitment towards their roles and organizations. This can be more vivid for the case of Small and Medium Enterprises (SMEs) where modern and sustainable strategies are embedded in the strategy to improve the social, economic, and environmental domains of the society they serve to. The current research examines how emotionally intelligent employees can leverage brand image and Corporate Social Responsibility as dynamics that improve their commitment to their roles and their organizations. This leads to better service provision, ultimately improving the company’s reputation, performance, and competitive longevity. Using Smart PLS software and Partial Least Squares–Structural Equation Modeling (PLS-SEM), a total of 184 SME employees were surveyed across forty-two firms operating in Lebanon. The findings suggest that SMEs can establish mechanisms which, under the lens of emotional intelligence, attachment, and sustainability-oriented theories, yield positive work outcomes among employees while facilitating a sustainable competitive edge and improved image both internally and externally. Full article

Super-supportive CSR behaviors (SSCBs) are integrative actions devised to enhance the effectiveness of CSR initiatives by harmonizing social, environmental, and economic efforts. Despite their strategic role in business operations, SSCBs remain insufficiently addressed, especially within the construction sector. This study utilizes text mining and association rule mining to analyze 211 CSR reports from Chinese construction firms spanning 2010 to 2021. The key findings highlight the pivotal role of 17 SSCBs in strengthening CSR initiatives, revealing three major characteristics: foundational, synergistic, and triggering. Within the construction industry, SSCBs primarily focus on corporate governance, community development, employee welfare, and environmental sustainability, evolving from isolated practices to integrated systems over time. Notably, construction firms tend to adopt SSCB portfolios instead of standalone initiatives. Furthermore, exceeding a certain threshold of SSCBs may increase challenges in coordination and resource allocation. These insights highlight SSCBs as a dynamic, multidimensional construct and provide construction firms with a practical framework to integrate complementary CSR actions, improving coordination, optimizing resources, and strengthening sustainability outcomes in practice. Full article

This study explores the role of ethical leadership in fostering employee green behaviors (EGBs) within higher education institutions (HEIs) in the UAE. While environmental initiatives are increasingly being integrated into university operations, there has been limited empirical research examining how leadership styles influence pro-environmental behaviors among academic staff. Using a mixed-methods sequential explanatory design, our study surveyed 105 HEI employees and conducted in-depth interviews with 6 of the participants. The quantitative findings reveal a moderate but significant positive correlation between ethical leadership (EL) and EGB (ρ = 0.314, p < 0.001). The reliability scores for both EL (α = 0.888) and EGB (α = 0.754) confirmed the internal consistency of the measurement items used. The qualitative insights support the theoretical foundation drawn from Social Learning, Value–Belief–Norm, and Environmental Stewardship Theories. Employees reported modeling their green behaviors on observable leadership actions aligning with their shared moral values. A key distinction emerged between authentic and performative green behaviors, with employees responding more positively to leaders who modeled consistency and sincerity. This study concludes that ethical leadership significantly influences the environmental culture in HEIs by embedding sustainability into daily practices and institutional values. This research addresses a regional and theoretical gap, contextualizing ethical leadership in the Middle Eastern academic setting and offering practical implications for leadership development, policy alignment, and sustainable cultural transformation. Full article

This study investigates how environmentally-specific empowered leadership influences employee green creativity and the mechanisms underlying this relationship. Drawing on Self-determination theory, we examine green crafting as a mediating process and environmental culture as a boundary condition. Analysis of multi-wave data reveals three key findings: (1) environmentally-specific empowered leadership positively affects employees’ green crafting behaviors; (2) green crafting mediates the relationship between leadership and employee green creativity; and (3) environmental culture strengthens the positive effect of empowered leadership on green crafting, subsequently enhancing green creativity. These findings extend leadership theory by identifying how and when empowering approaches specifically facilitate environmental innovation. For practitioners, our results highlight the importance of combining empowering leadership practices with a supportive environmental culture to foster employee-driven sustainable solutions. Organizations can leverage these insights to enhance environmental performance through targeted leadership development and cultural initiatives. Full article