Empowering Responsible Consumers to be Sustainable Intrapreneurs

Schrader, Ulf; Harrach, Christoph

doi:10.1007/978-3-642-22048-7_13

Cited by 8 publications

(9 citation statements)

References 23 publications

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“…This concept has already been used in micro-CSR research (e.g. Lamm et al 2015;Tariq et al 2016;Schrader and Harrach 2013;Harrach et al 2019). The empowerment framework suggested by Seibert et al (2011) has the potential to integrate aspects of each micro-CSR perspective identified by Gond et al (2017) in one model.…”

mentioning

confidence: 99%

Sustainability empowerment in the workplace: determinants and effects

Harrach

Geiger

Schrader

2020

NachhaltigkeitsManagementForum

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There is a dynamic stream of research, which examines why and how employees contribute and respond to corporate social responsibility (CSR). Building on these micro-CSR findings, this article makes a contribution to a better understanding of employee engagement in CSR by considering its determinants and effects. The research centres around the established motivational concept of psychological empowerment in the workplace and applies it to sustainability. The authors propose a model of sustainability empowerment in the workplace (SEW) and empirically test the construct in a comprehensive framework. Results indicate that the sustainability-orientation of employees and the perceived organisational support towards sustainability act as two valid determinants of SEW. It is also shown that SEW has positive effects on job satisfaction and organisational commitment. Further results indicate that the sustainability-orientation of employees plays an important role as a moderator in the relationship between SEW and its effects. In the overall view, the paper contributes to micro-CSR research by showing that SEW is a valid construct that helps to answer why and how employees engage in CSR activities and what positive effects arise therefrom for organisations. The authors give an overview of these contributions and discuss the implications for researchers and practitioners in the field of CSR and HRM.

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confidence: 99%

Sustainability empowerment in the workplace: determinants and effects

Harrach

Geiger

Schrader

2020

NachhaltigkeitsManagementForum

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“…A central resource for ideation is creativity, which is significantly influenced by motivation (Amabile et al, 1996). As socio-ecologically aware employees often want to bring their private values and knowledge to the workplace (Muster and Schrader, 2011;Schrader and Harrach, 2013), SELU may be expected to be highly motivated to participate in sustainability innovation processes, leading to positive effects on their creative performance. As studies have shown that expected benefits of an innovation are positively correlated with the individual's willingness to devote own resources in order to realise and profit from a new solution (Riggs and von Hippel, 1994;von Hippel, 1988), it may be assumed that SELU motivation is particularly high due to their additional expectation of a social benefit.…”

Section: Opportunities For An Integration Of Selu In Sustainability Imentioning

confidence: 99%

“…Next to opportunities of SELU for innovation management, human resource related chances are also conceivable. When employees are put in a position to bring in their private commitment to sustainability in the workplace, positive effects on staff satisfaction, retention and commitment may be expected (Muster and Schrader, 2011;Schrader and Harrach, 2013). As the involvement of SELU in sustainability innovation processes represents an opportunity to articulate private socio-ecological values within corporate boundaries, it may be assumed that for SELU, similar effects can be observed.…”

Section: Opportunities For An Integration Of Selu In Sustainability Imentioning

confidence: 99%

Sustainability innovation by integrating employees: the potential of sustainable embedded lead users

Schmidt-Keilich

Schrader

2019

IJISD

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Recent studies in innovation management have explored the phenomenon of embedded lead users (ELUs): company employees who exhibit lead user characteristics with regard to a product marketed by their employer (Schweisfurth and Herstatt, 2014). Because they are doubly embedded, i.e., in both producer and user domain, these employees possess specific resources and capabilities which may be beneficial to corporate innovation. While the concept of ELU has been analysed in sports, leisure and healthcare industries, this paper suggests that the phenomenon may also be highly relevant in the context of sustainability innovations. By bringing together existing conceptualisations of a sustainable lead user outside of corporate boundaries and the ELU approach, the concept of sustainable embedded lead users (SELU) is presented. We show why SELU are suited to support corporate sustainability innovations and discuss opportunities and limitations of this approach for (sustainable) innovation and human resource management.

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“…Furthermore, organisational studies show that employees develop a stronger corporate identity when they have the possibility to participate in decision making (e.g. Schrader and Harrach, 2013). We assume that this is especially true for issues which directly affect their everyday lives, such as food supply, office design, open spaces (e.g.…”

Section: Stabilisation Of Sustainable Consumption Practicesmentioning

confidence: 99%

“…In organisational studies, there is a broad consensus that, for comprehensive corporate greening, it is equally important to minimise environmental impacts from core business (greening products and services) as well as from workplace activities (Muster, 2011;Muster and Schrader, 2011;Røpke, 2004). Several authors stress that this process of transforming the economy requires initiatives and responsive conduct by employees throughout the entire company (Daily et al, 2009;Lamm et al, 2013;Lülfs and Hahn, 2013;Schrader and Harrach, 2013), and the literature reveals an increase of concepts from industrial and organisational psychology exploring proenvironmental behaviour (PEB) 1 among employees with a focus on individual motivation, attitudes and values (Ciocirlan, 2017;Loverock, 2010;Norton et al, 2015;Smith and O'Sullivan, 2012;Tudor et al, 2008;Young et al, 2015).…”

Section: Introduction: Employees As Consumersmentioning

confidence: 99%

Greening the workplace: conceptualising workplaces as settings for enabling sustainable consumption

Süßbauer

Schäfer

2018

IJISD

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This conceptual paper contributes to management studies on workplace-related proenvironmental behaviour (PEB) by combining approaches from social practice theory (SPT), the settings-based approach to health promotion as well as the literature on organisational learning. From these perspectives, sustainable consumption at the workplace is seen as being embedded in daily routines which are rarely reflected upon and cannot easily be changed. We argue that companies-instead of focussing on individual attitudes and knowledge of employees-should enable them to experiment with sustainable consumption practices, provide supportive organisational and material structures, and integrate their experiences and needs in a continuous process of co-designing such an "enabling setting". We present an analytical framework that can be used to identify weaknesses of existing entrepreneurial strategies to promote PEB among employees and to conceptualise comprehensive strategies for "greening" the workplace.

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Empowering Responsible Consumers to be Sustainable Intrapreneurs

Cited by 8 publications

References 23 publications

Sustainability empowerment in the workplace: determinants and effects

Sustainability empowerment in the workplace: determinants and effects

Sustainability innovation by integrating employees: the potential of sustainable embedded lead users

Greening the workplace: conceptualising workplaces as settings for enabling sustainable consumption

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