Search Results (18)

Workaholism and perfectionism have increasingly been identified as significant obstacles to effective lifelong learning and skills development, ultimately undermining long-term career adaptability and organizational resilience. This study explores the predictive role of perfectionism and professional workaholism, with a particular focus on their implications for continuous education and occupational sustainability—defined as employees’ ability to remain adaptable and resilient over time. Using a cross-sectional quantitative design, data were collected from 105 participants (54 IT professionals and 51 nurses) who completed standardized measures of perfectionism and workaholism and reported their cognitive–emotional readiness for further training. Four regression models were employed to assess the impact of the three perfectionism dimensions and profession on overall workaholism and its subcomponents (excessive work, compulsive work, supplementary work). Socially prescribed perfectionism emerged as a strong predictor, accounting for over one-third of the variance in workaholism (β = 0.37; R²_adj = 0.368; p < 0.001), while self-oriented perfectionism significantly predicted excessive work (β = 0.25; p = 0.015). Professional domain had no significant effect, indicating the trans-professional nature of these psychological barriers. Additionally, workaholism was associated with reduced cognitive–emotional availability for ongoing training, highlighting its detrimental effects on lifelong learning. Limitations include the cross-sectional design and reliance on convenience sampling. From a practical perspective, the findings support interventions targeting maladaptive perfectionism, aiming to enhance engagement in continuous professional education and foster sustainable work environments, in line with the United Nations Sustainable Development Goals (SDG 4 and SDG 8). Full article

This study proposes a theoretical–methodological model for communities engaged in alternative tourism, based on the Sustainable Development Goals (SDGs) and in alternative development structures—understood as organizational forms that differ from the dominant economic model by prioritizing communal and sustainable principles. Through a theoretical, exploratory–descriptive, and qualitative approach, the research adapts an analytical model previously applied to conventional tourism areas and redirects it toward rural territories with tourism potential. The resulting model, named METACORTAL, offers a structured methodology aimed at strengthening community processes and guiding the implementation of sustainable tourism practices. A total of 15 goals, 36 targets, and 49 indicators from the 2030 Agenda are identified as aligned with alternative tourism and with at least one form of alternative development structure. This study is highly relevant for policymakers, community leaders, and tourism stakeholders seeking to link local development with global sustainability frameworks. By offering a practical decision-making tool, it contributes to advancing the SDGs through inclusive and context-sensitive tourism models. Full article

This study examines the relationship between organizational commitment and administrative management within a public service institution operating in an emerging governance context. Grounded in the three-component model of organizational commitment (affective, continuance, and normative) and classical administrative theory (planning, organizing, directing, and controlling), the research investigates how internal psychological bonds among frontline personnel influence institutional performance. A quantitative, cross-sectional, non-experimental design was applied, surveying 30 operational police officers using validated Likert-scale instruments. The results reveal a strong and statistically significant positive correlation between organizational commitment and administrative management (Spearman’s ρ = 0.775, p < 0.01), with normative commitment displaying the highest effect size (ρ = 0.812). These findings underscore the critical role of ethical obligation, loyalty, and affective alignment in enhancing managerial coherence and institutional responsiveness. The study contributes to ongoing debates on public sector reform and strategic human capital management by emphasizing the need for emotionally engaged and ethically anchored personnel. It aligns with Sustainable Development Goals (SDGs) 16 (Peace, Justice, and Strong Institutions) and 8 (Decent Work and Economic Growth), promoting inclusive, accountable governance and resilient administrative practices in resource-constrained environments. Full article

Environmental, Social, and Governance (ESG) frameworks have gained prominence in driving corporate sustainability and ethical leadership. Despite their significance, limited researches have explored their direct influence on social sustainability outcomes within organizations. The present research examines the impact of ESG factors and ethical leadership on employee well-being, diversity, community engagement, and training. It highlights their role in fostering sustainability, governance transparency, and workplace inclusivity while aligning with key SDGs. Structural equation modeling–partial least squares (SEM-PLS) with formative–reflective assessment examines ESG variables, ethical leadership, and organizational outcomes. The sample size of 871 respondents ensured statistical validity and reliability. The study analyzes ESG characteristics, ethical leadership, and organizational results using SEM-PLS 4 using a formative–reflective measuring approach. The sample size of 871 respondents ensured statistical validity and reliability. The study indicates that ethical leadership and good governance improve employee well-being, diversity, inclusiveness, and community engagement, supporting SDG 3 (Good Health and Well-Being) and SDG 8 (Decent Work and Economic Growth). These results highlight the critical role of ESG practices in fostering a responsible, inclusive, and sustainable organizational culture, further promoting SDG 16 (Peace, Justice, and Strong Institutions). This research contributes to the growing discourse on ESG-driven leadership and its role in fostering long-term organizational resilience and social responsibility. These insights contribute to advancing sustainable business strategies and reinforcing ESG-driven organizational resilience. Full article

The growing popularity of remote and hybrid work has changed the dynamics of how teams function and accomplish work tasks, creating opportunities to align work practices with the Sustainable Development Goals (SDGs). Remote work not only promotes labor market inclusion by eliminating barriers such as those of transportation but also reduces the carbon footprint associated with daily commuting. However, despite the advantages of remote work, researchers and practitioners point to the problem of unstable engagement among remote workers. This study examines the key factors influencing work engagement in remote and hybrid work models, looking at how these factors vary depending on the degree of remote work and the nature of the work. Based on a systematic review, 14 critical factors influencing engagement were identified, followed by the development of a questionnaire and the analysis of responses from 181 employees representing various remote work models. The results obtained in the survey indicate the universal importance that work–life balance, open access to organizational knowledge, and a personalized work environment have for building work engagement. At the same time, the extent of remote work, the form of employment, and team integration methods influence the importance of other factors, revealing differences between fully remote and hybrid employees. The findings underline that building effective strategies to foster engagement should be based on adapting the actions taken to specific work conditions. Full article

The EFQM Model (European Foundation for Quality Management), established in 1991, serves as a framework for organizational excellence, helping achieve sustainable success through an integrated management system. The Model’s evolution is driven by the need to adapt to global trends, threats, and technological innovations such as digital transformation, employee engagement and well-being, remote work, agile performance management, diversity, equity and inclusion (DEI), sustainability, AI (Artificial Intelligence), and big data. The new EFQM Model 2025, presented in Istanbul in June 2024, introduces significant changes, emphasizing sustainability, innovation, and technology. These changes are analyzed based on the logic of three questions: Why, How, and What. Why: There is a necessity for better alignment of organizations with contemporary challenges through flexibility, risk resilience, and innovation capabilities in a dynamic business environment, including alignment with the Unated Nations Sustainable Development Goals (SDGs). How: The Model introduces an integrated approach to performance management and transformation, incorporating advanced technologies such as AI and data analytics. What: Implementing the EFQM Model 2025 enhances organizational adaptability, innovation, and flexibility, improving financial, operational, and strategic outcomes. Better alignment with sustainability goals leads to long-term value and social responsibility. Improved stakeholder engagement methods enhance understanding and satisfaction. The use of advanced technologies supports innovation and operational efficiency, while better strategic and operational performance and risk management ensure greater stability and the ability to anticipate future challenges. Full article

As global economic integration and rapid technological advancements transform international business, international engineering contracting has become essential for achieving sustainable development goals (SDGs). This paper investigates the significant impact of China’s strategic initiatives, notably the “Going Global” strategy and the Belt and Road Initiative (BRI), on the operational practices of Chinese enterprises involved in overseas investments. Central to this transformation is the Engineering, Procurement, and Construction (EPC) model, which emphasizes the integration of supply chain management and stakeholder collaboration to enhance performance in international EPC projects and underscores the crucial role of these elements in promoting sustainability. Incorporating insights from social network data analysis, this study reveals that contractors collaborating with various stakeholders—such as owners/consulting engineers, domestic and foreign customs departments, and group headquarters/design parties—exhibit a high degree of similarity in personnel profiles. This suggests that the internal organizational structure and personnel allocation of contractors could be optimized to enhance operational efficiency, aligning with the collaborative patterns identified. This study addresses a critical research gap by exploring how effective supply chain management and collaborative stakeholder engagement within multinational EPC projects contribute to sustainable outcomes. Employing advanced social network analysis software, the research examines the complex interactions among stakeholders and their influence on procurement dynamics. Findings indicate that strong relational networks and strategic collaborations significantly enhance procurement efficiency and project success, underscoring the importance of supply chain integration. Ultimately, integrating supply chain management principles into the EPC model not only offers innovative perspectives for advancing sustainability in international projects but also provides actionable insights for improving project outcomes within the BRI framework. This research underscores the pivotal role of supply chain organization and stakeholder cooperation in achieving sustainability objectives, thereby enriching the discourse on sustainable enterprise operation and supply chain management in the context of global initiatives. Full article

Learning and using technology in the workplace are essential for a company’s commitment to the sustainable development of its resources. Finding competent engineers who can handle information communication technologies (ICTs) is a challenge for companies. Currently, however, the ability to use these technologies is limited to technicians with specialized training, and not everyone can engage in development. Therefore, it is safe to conclude that equity in the use of technology has not yet been realized. This study aims to analyze, based on actual cases, the necessary conditions and mechanisms for people with diverse experiences and circumstances, not limited to engineers, to participate in ICT development to address human resource diversity. The use of technology such as low-code platforms (LCPs) that have recently emerged on the market has shown that nonprofessional engineers without programming training can participate in development projects. This research will be useful to managers in advancing Diversity, Equity, and Inclusion (DEI) strategies in their workplaces and contribute to organizational research regarding new trends in technology use by individuals: low codability. The findings of this study are of significant relevance to the Sustainable Development Goals (SDGs) of decent work and economic growth, as well as gender equality. Full article

This paper constitutes a theoretical reflection on organizational engagement with the Sustainable Development Goals (SDGs). Despite the widespread adoption of such engagements, a precise definition and positioning of organizational SDG engagement are lacking in the literature. This gap also extends to the underlying motivations driving organizations to actively engage with the SDGs. To address these, this study aims to achieve two key objectives. Firstly, it seeks to establish a foundational understanding by defining and delineating the concept of organizational SDG engagement, recognizing its distinctiveness from Corporate Sustainability (CS) and Corporate Social Responsibility (CSR). Secondly, leveraging existing literature on CS and CSR, we propose a comprehensive driver framework for organizational SDG engagement. This framework underscores morality, efficiency, and legitimacy as primary drivers. The overarching goal of this reflective paper is, therefore, to enhance the theoretical comprehension of organizational SDG engagement by applying and integrating existing literature into the conceptual framework. Full article

The main objective of this paper is to understand and characterize the healthy work environment of organizations during the COVID-19 pandemic. The study was carried out in 2021 including organizations from different sectors at the national level and involved 460 participants, 50.3% of which were female. The workers’ ages ranged between 18 and 67 years, with a mean of 44 years and a standard deviation of 11.36. The Healthy Workplaces Ecosystems Tool was used. Data was collected online from professionals in the organizations who agreed to participate in the study. Our results show that organizational culture has a strong relationship with the other components of a healthy work environment. Values, policies, and practices related to leadership engagement and professional involvement are related to the psychosocial work environment, the physical work environment, the social responsibility, heath, and stress management resources. The results confirm that an organizational culture that values the well-being and health of the organization’s professionals has a positive relationship with the psychosocial environment, the physical environment, and the relationship with the community and has more resources for professionals’ health. It was also found that an organizational culture mediated by the psychosocial environment is associated with more effective stress management. Management can use this model and this tool for systemic assessment of healthy workplace ecosystems within organizations, thus contributing to continuous monitoring improvements, helping to face the challenges proposed by the Sustainable Development Goals of the United Nations’ 2030 Agenda, namely the SDG3, Good Health and Wellbeing and Decent Work; SDG5, Gender Equality; and SDG 10, Sustainable cities and communities. Full article

Our world is evolving at an incredibly enormous speed and what was impossible three years ago is now a reality. The concept of leadership and leaders has also undergone profound transformations. Moreover, the recent COVID-19 pandemic caused a digital surge in the ways economic life, business, or education are perceived or conducted. The pandemic proved that small and large businesses, industries, and the whole economies can be suddenly upended by massive technological shifts. Hence, there is a need for a theoretical research update in leadership in business and economics that would bring new insights into this topic and define its place within the context of Sustainable Development Goals (SDGs). Our paper presents the novel insights for the leaders and the leadership concept in business and economics from various approaches and angles of view in the light of the COVID-19 pandemic with a focus on sustainable leadership and organizational resilience. It aims at outlying the theoretical background of leadership in business and economics after the pandemic and bringing up interesting and recent leadership case studies from all around of the world. Moreover, this paper aims as sharing the valuable insights into what it means to be a sustainable leader in business and economics, why leaders are needed, and how to become one. The main criteria of this research and its instrumentation include both the theoretical discussion based on the literature review and analysis and the empirical analysis that supports these theoretical provisions. The paper features an empirical model that assesses how business and economic leaders are searching for new ways of work and personal development during and after the COVID-19 pandemic using the own data from the 400 respondents collected in the Czech Republic and Russia. We found that the pandemic enhanced the emotional creativity of business and economic leaders and made them to invest and engage more into using new digital technologies and fundamentally altering the old ways of managing and governing their respective companies and institutions. Our results might provide valuable food for thought both for academics working on various angles of leadership, as well as for entrepreneurs and businesspeople who want to receive recent updates on the topic of leadership to use them in their daily work. Full article

Fish make an important contribution to micronutrient intake, long-chained polyunsaturated omega-3 fatty acids (n-3 LC-PUFAS), and animal protein, as well as ensuring food and nutrition security and livelihoods for fishing communities. Micronutrient deficiencies are persistent in sub-Saharan Africa (SSA), contributing to public health issues not only in the first 1000 days but throughout adolescence and into adulthood. School feeding programs (SFPs) and home-grown school feeding programs (HGSF), which source foods from local producers, particularly fisherfolk, offer an entry point for encouraging healthy diets and delivering essential macro- and micronutrients to schoolchildren, which are important for the continued cognitive development of children and adolescents and can contribute to the realization of sustainable development goals (SDGs) 1, 2, 3, 5, and 14. The importance of HGSF for poverty alleviation (SDG1) and zero hunger (SDG 2) have been recognized by the United Nations Hunger Task Force and the African Union Development Agency–New Partnership for African Development (AUDA-NEPAD), which formulated a strategy for HGSF to improve nutrition for the growing youth population across Africa. A scoping review was conducted to understand the lessons learned from SFPs, which included fish and fish products from small-scale producers, identifying the challenges and best practices for the inclusion of fish, opportunities for improvements across the supply chain, and gaps in nutritional requirements for schoolchildren which could be improved through the inclusion of fish. Challenges to the inclusion fish in SFPs include food safety, supply and access to raw materials, organizational capacity, and cost, while good practices include the engagement of various stakeholders in creating and testing fish products, and repurposing fisheries by-products or using underutilized species to ensure cost-effective solutions. This study builds evidence of the inclusion of nutritious fish and fish products in SFPs, highlighting the need to replicate and scale good practices to ensure sustainable, community-centred, and demand-driven solutions for alleviating poverty, malnutrition, and contributing to greater health and wellbeing in adolescence. Full article

The transformation for sustainability requires a paradigm shift towards systems thinking and interdisciplinary collaboration, which entails, above all, a process of cultural change affecting individual mindsets, organizations and society as a whole. Sustainability in higher education institutions (HEIs) has been a recurrent research field in the past decades. However, little attention has been paid to the processes of internal and cultural change and, in particular, to the first steps to prepare academic communities for change. Understanding “readiness for change” as a core organizational competency to overcome continuous environmental changes and considering the diluted hierarchy at HEIs, this article proposes the adoption of dialogical and developmental approaches in a single action case, the SDGs Seminars at the Universidad Politécnica de Madrid. This methodology was used to diagnose organizational and individual readiness for change considering cognitive, affective and behavioural components, and to identify consequences in organizational structures and culture. Our findings reveal that reframing dialogical spaces in HEIs to experience a collaborative and sustainability culture can unlock change, breaking down organizational silos, reducing resistances and engaging academic communities in the cocreation of institutional strategies. Furthermore, the case suggests that acting at the group level has impacts both on the individual and institutional levels. Full article

The United Nations (UN) adopted the seventeen “Sustainable Development Goals” (SDGs) in early September 2015. One of these goals is SDG 11, which refers to the sustainable cities and communities. In this context, local governments face the challenge of aligning with this objective. As a result, they are increasing outreach to their organizational boundaries to involve citizens in policy making and strategy development, continually listening to citizens’ voices. One of the methods citizens use to express themselves is social media. This paper will emphasize social media platforms and specially Twitter to explore the public discourse about cities in the context of SDG 11. We applied descriptive quantitative and qualitative analysis to analyze the tweets that include terms and hashtags referring to the SDG 11. The data analysis process is composed of three major procedures: 1-Engagement analysis, 2-Trends based analysis and 3-Data Insights. Our results show that: 1-the COVID’19 pandemic negatively impacted users engagement towards SDG 11, 2-new technologies such AI and IoT are gaining more importance to help cities reach SDG 11, and 3-the SDGs are related and one SDG can impact other SDGs. Full article

The aim of this study is to reveal the perception of current and future organizational happiness in the context of higher education institutions (HEIs) in a cross-national study, to reveal exploratory scenarios supporting the UN’s sustainable development goals (SDGs). Six dimensions of organizational happiness were considered for this study: Meaning, reliable relationships, positive emotions, engagement, achievement and recognition, and personal and professional development. To do so, Delphi methodology was used. An online survey was addressed to academics and support staff from three HEIs in different countries (Chile, Colombia and Spain), whose answers were analyzed using the Approximation of Qualitative Profiles mathematical technique. The results of this analysis show that there is a favorable prospective for happy workplaces, in all the dimensions for all countries. The implications of this research will serve HEIs’ human management practitioners to formulate effective policies for sustainable workplaces based on organizational happiness. Full article