Environmental dynamism and sustainability: the mediating role of innovation, strategic flexibility and HR development

Kafetzopoulos, Dimitrios

doi:10.1108/md-06-2022-0759

Cited by 7 publications

(8 citation statements)

References 99 publications

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“…Based on this conceptualization of sustainability, we further expanded the definition and value of sustainability in the HRD setting. Our analysis revealed that “sustainability” was the most frequently used term in 13 out of the 59 publications, without any other words added (Bianchi et al, 2022; Brandi & Thomassen, 2021; Dragan et al, 2021; Garbie, 2015; Kafetzopoulos, 2023; Kolk, 2016; Maltseva et al, 2019; Palthe, 2013; Sheehan et al, 2014; Valentin, 2015; Vodonick, 2018; Waite, 2013).…”

Section: Resultsmentioning

confidence: 93%

“…Nations: Poland and Denmark (Zgrzywa-Ziemak & Walecka-Jankowska, 2021), United States (Craig & Allen, 2013; Eccles et al, 2014), Turkey (Cop et al, 2020; Özgül & Zehir, 2023), Greek (Kafetzopoulos, 2023), Canada (Vito et al, 2023), German (Wicki & Hansen, 2019), United Kingdom (Ipiranga & Aguiar, 2014), China (Abbas et al, 2022), Taiwan (Chan et al, 2022), Srilanka (Wijethilake & Upadhaya, 2020), Rome (Dragan et al, 2021), Brazil (Figueiredo et al, 2021), and Malaysia (Bilan et al, 2020; Yusoff et al, 2019).…”

Section: Resultsmentioning

confidence: 99%

“…A commonly utilized approach is the triple bottom line model that combines economic, social, and environmental performance. Several researchers employed the triple bottom model approach: Kafetzopoulos (2023) with 15 items, Yusoff et al (2019) with 22 items, and Zgrzywa-Ziemak and Walecka-Jankowska (2021) with 15 items. Wan Mohamed Radz et al (2015) utilized accounting indicators such as return on assets, sales, investment, and equity to evaluate sustainability.…”

Section: Resultsmentioning

confidence: 99%

“…Sustainability has risen as an important and prominent topic in today’s global landscape, encompassing dimensions of social, environmental, and economic considerations, all while upholding profitability (Kafetzopoulos, 2023; Yusoff et al, 2019). Sustainability refers to the ability to meet present needs while preserving the environment for future generations, initially defined by the World Commission on Environment and Development (WCED, Special Working Session, 1987).…”

Section: Introductionmentioning

confidence: 99%

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Sustainability Within the HRD Field: A Systematic Review

Lee,

Han,

2024

New Horizons in Adult Education and Human Resource Development

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Promoting sustainability creates environments for thriving while conserving resources for generations to come. Implementing sustainability practices has been increasingly emphasized, as businesses are required to go beyond their organizational boundaries and improve performance. Despite the intense interest in sustainability, its research has rarely been investigated and synthesized within the current knowledge base in the HRD field. Therefore, we aim to systematically analyze recent articles on sustainability and its relevance to HRD. We conducted a systematic review of the literature in this by following the PRISMA guidelines, and this resulted in a set of 59 articles. Our review identified several impending issues of sustainability, such as a lack of definitions, constructs, and empirical investigation of sustainability. Based on the findings, we discussed them from the recent conversations on sustainability and emphasized the role of HRD in how organizations should be based on sustainability and how to promote sustainability through integrated learning. In addition, this review delved into key strategies to foster sustainability initiatives and discussed implications for HRD practice and research.

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Section: Resultsmentioning

confidence: 93%

Section: Resultsmentioning

confidence: 99%

Section: Resultsmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

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Sustainability Within the HRD Field: A Systematic Review

Lee,

Han,

2024

New Horizons in Adult Education and Human Resource Development

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“…Green practices fall within the environmental dimension of sustainability, a stream that has recently started exploring interactions with SF, but is still underexplored, thus leading to many fruitful avenues for future research (e.g. Kafetzopoulos, 2022; Nwachukwu and Vu, 2020). Research about sustainability has been gaining increasing importance due to the pressing need to pursue sustainability objectives set at the international level.…”

Section: Discussion and Avenues For Future Research On Sfmentioning

confidence: 99%

Emerging trends around strategic flexibility: a systematic review supported by bibliometric techniques

Agostini,

Nosella,

Sarala

et al. 2023

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PurposeStrategic flexibility (SF) has become increasingly important for firms because of the fast changes in the external environment. In line with the practical importance of SF, an emerging research field has developed around it that has attempted to understand the nature of SF and the key relationships. The aim of this study is to unveil the semantic structure of the recent literature on SF and to suggest new promising areas for future research.Design/methodology/approachThe authors conduct a systematic literature review with a bibliographic analysis technique, which allows authors to identify the main recent streams in the literature, as well as offer reflections and suggestions for future research.FindingsThe authors uncover three main emerging areas in the research on SF, namely SF as a dynamic capability, the role of knowledge management for SF and the relationship between a firm SF and the external environment. The authors put forward three avenues for future research on SF: Avenue 1. SF, business model innovation (BMI) and other dynamic capabilities (DC), Avenue 2. Digital technologies and SF/organizational agility and Avenue 3. SF and sustainability. Articles included in the special issue entitled “A strategic perspective on flexibility, agility and adaptability in the digital era” contribute to Avenue 2, thus paving the way for filling some of the identified gaps regarding the relationship between SF and digitalization.Originality/valueTo the best of authors’ knowledge, this is the first literature review on SF that uses a bibliometric approach to draw conclusions on the findings in the literature. The review contributes to the theoretical understanding of SF by illustrating and explicating core topics that have persisted over time, as well as by presenting three main avenues for further developing authors’ knowledge around SF.

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Green HRM practices and corporate sustainability performance

Ali,

Shujahat,

Fatima

et al. 2024

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PurposeThe existing literature indicates that the ultimate purpose of green human resource management (GHRM) practices is to enhance sustainable corporate performance by shaping employees’ green behaviors. In this vein, we argue that green organizational culture and employee existing pro-environmental behaviors are the important factors or channels through which GHRM practices shape green employee behaviors for sustainable corporate performance. Consequently, we draw on the ability, motivation, and opportunity (AMO) framework to examine how firms’ GHRM practices indirectly shape employee green behavior for sustainable corporate performance by cultivating and reinforcing green organizational culture under the boundary condition of high employee pro-environmental behavior.Design/methodology/approachThis study uses multi-source, dyadic, and time-lagged data collected from green HR managers and employees in 242 ISO-14001-certified green firms in the Kingdom of Saudi Arabia. The study applies structural equation modeling through LISREL 12 software for testing of hypotheses.FindingsThe findings support the postulation that GHRM practices, directly and indirectly, shape employee green behaviors for sustainable performance. GHRM practices indirectly enhance employee green behaviors for sustainable performance by cultivating and fostering the green organizational culture in the presence of high pro-environmental behavior.Practical implicationsThis study outlines theoretical and practical implications on how HRM managers require an established green organizational culture and employee pro-environmental behaviors to effectively direct GHRM for enhanced sustainable corporate performance. HRM managers should make use of appropriate interventions, including but not limited to GHRM practices, to foster a green organizational culture and employee pro-environmental behaviors.Originality/valueThis is an original study that outlines the importance of alignment between Green HRM practices and employee pro-environmental behaviors towards shaping green organizational culture and employee behaviors for corporate sustainability. The study demonstrates how GHRM practices enhance sustainable corporate performance through sequential mediations of green organizational culture and employee green behaviors, and under the boundary condition of pro-environmental behavior.

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Environmental dynamism and sustainability: the mediating role of innovation, strategic flexibility and HR development

Cited by 7 publications

References 99 publications

Sustainability Within the HRD Field: A Systematic Review

Sustainability Within the HRD Field: A Systematic Review

Emerging trends around strategic flexibility: a systematic review supported by bibliometric techniques

Green HRM practices and corporate sustainability performance

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