Episteme

Kalkan P.K.

Organizations are increasingly incorporating green concepts into their operations and strategies due to the urgency of today's environmental concerns. Green Employee Behavior (GEB), as a crucial element of corporate environmental efforts, has attracted attention from organizational scholars and practitioners. This study examines the antecedents and outcomes of GEB by exploring individual, leadership, team, and organizational level factors that promote these behaviors. Additionally, various mediating mechanisms and moderating factors that influence GEB are discussed to provide a comprehensive understanding of the dynamics shaping environmentally responsible behavior. The study also connects GEB with the United Nations' Sustainable Development Goals (SDGs), emphasizing its potential to support global sustainability initiatives. Lastly, this research concludes with emerging trends and future research directions on GEB.

Herath S.K., Thomas N.

This research explores the critical role of sustainable supply chain management in the modern workforce. By examining key components, benefits, challenges, and case studies, the study provides valuable insights for businesses seeking to implement sustainable practices. The findings highlight the environmental, social, and economic benefits of sustainable supply chains, while also acknowledging the complexities and challenges involved. Recommendations are offered to businesses and policymakers to promote sustainable practices and create a more resilient and equitable future.

Yalçın B.

This study, examines the impact of sustainable management practices in higher education institutions on the job satisfaction of academics, while also uncovering the mediating role of work-life balance in this relationship. To achieve this aim, data was collected through an electronic survey administered to 270 academicians with expertise in various disciplines. The collected data were analyzed utilizing the SPSS and AMOS software applications. The study's findings indicated that work-life balance acts as a partly mediating factor in the association between sustainable management behaviors and job satisfaction. In the proposed model, sustainable management behaviors positively influence both job satisfaction and work-life balance. Accordingly, academics employed in higher education institutions that adopt sustainable management behaviors are significantly more likely to achieve a balance between their work and life, which in turn enhances their job satisfaction.

Mandal V., Pal D.

This study investigates Green Mindfulness (GM), Green Intrinsic Motivation (GIM), and Green Organizational Citizenship Behaviour (GOCB). The objectives are to: 1) explore GM's impact on GOCB, and 2) examine GIM's mediating role between GM and GOCB. Data from 254 employees of a NABH-accredited hospital in West Bengal, India, were collected using snowball sampling. Structural equation modelling with Smart-PLS 4.0 was used for analysis. Results show GM significantly enhances GOCB and positively influences GIM, which, in turn, promotes GOCB. GIM acts as a complementary partial mediator between GM and GOCB. Findings suggest organizations should foster GM and intrinsic motivation to support sustainable practices. Managers can enhance this by providing mindfulness training and supportive environments that satisfy psychological needs. Such initiatives can drive eco-friendly behaviours, bolster sustainability, and contribute to positive environmental outcomes and a strong sustainable culture.

Lahmidi W., Youssef J.

This study explores the influence of Green Management practices on organizational behavior, focusing on their impact on employee motivation and performance. The purpose is to provide insights into how these practices, including sustainability programs and Green Human Resource Management (GHRM), foster employee engagement and contribute to organizational sustainability. A narrative methodology is adopted for the literature review, enabling a broad exploration of existing research without the constraints of systematic methods. Findings indicate that Green Management enhances organizational performance by aligning employee values with environmental goals, thereby increasing intrinsic motivation and productivity. Additionally, integrating green practices improves company competitiveness, cost reduction, and product quality. This study contributes to the academic discourse on sustainable development and organizational behavior by highlighting Green Management's role in shaping employee behavior and corporate success.

Parivara S.A.

This chapter explores the intersection of organizational behavior and online information systems within the framework of green management. As organizations increasingly rely on digital platforms for operations and stakeholder engagement, understanding their influence on behavior and sustainability becomes vital. The chapter provides a detailed analysis of how online systems can drive environmentally sustainable practices by shaping behaviours, decision-making, and culture. It reviews current research and case studies to highlight strategies for leveraging digital tools to reduce environmental impact, improve collaboration, and promote eco-friendly work habits. Challenges in integrating green management with online systems are addressed, offering practical insights into overcoming barriers. The chapter bridges digital transformation and sustainability, showcasing how online platforms can enhance green management approaches within organizations.

Yajman S.G.

This extensive paper discusses the implementation of sustainability in organizations from the perspectives of Green Management, Organizational Behaviour, and Human Resource Management. It briefly introduces the concept of environmental sustainability in business and the growing concern with management initiatives and actions that can reverse climate change and depletion of resources. The paper outlines prominent aspects of environmental responsibility like energy and energy conservation, raw material and waste management, supply chain and procurement, and environmental design. This supports the concept of OB, to demonstrate the idea that organisational culture must promote sustainable behaviour patterns through staff and management buy-in. Green Human Resource Management (GHRM) is discussed throughout the article where possibility to implement green aspects in recruitment, training and performance appraisal is analyzed. Details of the actual-life successful sustainable management and practices by Interface Inc., Patagonia and Unilever are presented. Leadership in relation to green management principles and the integration of sustainability within the businesses' functioning is also discussed in the paper. The purpose of evaluating green management initiatives is reviewed based on Key Performance Indicators (KPI). Last, the paper discusses the directions for the future enhancement of green management, concluding that organizations should adopt green measures to improve the sustainability and competitiveness of future economy and business.

Peddi S., Manoharan G.

Organisations recognise the importance of employee health and safety in green management in an increasingly environmentally concerned society. A green workplace, with sustainable practices, environmentally friendly regulations, and societal responsibilities, may improve employee well-being, as this chapter shows. HHS is crucial for a strong company culture since it influences employee morale, productivity, and retention. Green occupational health and safety management may help organisations meet legal requirements and empower employees. In green workplaces, effective health and safety programs can be implemented through employee engagement, continuous education, leadership commitment, and overcoming challenges that may deter Health and Safety sustainability. As firms become more transparent about sustainability, genuine leaders will need to grasp how employee health and safety are connected with green management to build sustainable organisations that prioritise environmental stewardship and employee wellbeing.

Tiwary K.

Today, the adoption of environmental policies has gained significance in the corporate scenario not only for sustainability but to also improve organizational dynamics. These environmental policies are discussed in terms of their effects on the overall performance, satisfaction, and general well-being of the employees, thus forming the company culture and behavior. Another objective of this book chapter is to come up with a developmental model, other than what exists so far, which will study the impact of environmental policies using Organizational image as a moderator. Also, including how employee motivation, organizational communication, and leadership can create an enabling environment for sustainable development. This book chapter aims at offering useful insights and recommendations to companies keen to exploit environmental efforts not only as a means of complying with the requirement but also as a stimulant for a motivated and engaged workforce in the modern corporate climate.

Atalay H.N., Tekinyer S.

This study conducts a bibliometric analysis to explore the impact of environmentally friendly innovations on organizational behavior and culture. Utilizing data from the Web of Science, a total of 1,268 publications were analyzed to examine trends, citations, author networks, and keyword usage. Key findings reveal that the most cited authors include Rupert J. Baumgartner and Ayham A. M. Jaaron, while the top countries in citations are the United States, China, and the United Kingdom. The most frequently used keywords are “sustainability,” “organizational culture,” and “sustainable development.” Additionally, the analysis indicates a steady increase in relevant studies, with 2023 showing the highest number of publications. The study highlights the importance of these innovations in shaping organizational dynamics and emphasizes the need for organizations to adapt sustainability strategies based on these insights. Overall, the research provides a comprehensive understanding of the existing literature, guiding future investigations and practices in this field.

Muralidhar L.B., Shilpa R., Rahul V., Sathyanarayana N., Fathima Y.

Sustainable organisational cultures focus on green management innovation and leadership transformation to tackle environmental and social challenges. These organisations integrate eco-conscious values to enhance efficiency and sustainability. Core strategies include green marketing, eco-friendly production, and using sustainability metrics for transparency. Leaders drive change by modelling values, engaging employees, and fostering transformation. Advanced technologies like AI, IoT, and blockchain optimise resources and support sustainable innovation. Despite high costs and resistance, these practices enhance efficiency, customer satisfaction, and resilience. Future efforts emphasise collaboration, technological advancements, and alignment with global goals to embed sustainability into core values, ensuring competitive advantage and societal impact.

Awasthi S., Anand I.

This chapter tries to dig deeper into the interrelation that can be identified between factors of work-life balance and sustainability within the domain of organizations. It addresses how work-life balance at workplaces may affect employees' feelings, satisfaction levels, as well as their productivity to understand the core concept related to sustainability-that sustainability reflects the means to attain the present requirements without any interference with future generations fulfilling their own requirements. The last objective of this chapter is to comment on how these two ideas complement each other, thereby underlining the ways businesses can enhance their environmental sustainability policies and practices and simultaneously increase employee satisfaction levels by introducing effective work-life balance strategies.

Tunio S.

The fast-changing organizational landscape in the modern world fosters a new trend toward environmental performance. The poor and ineffective environmental performance of higher education institutions (HEIs) shifts scholars focus toward sustainable practices over relying solely on technological improvements. This chapter explores the influence of green human resources management (GHRM) practices on sustainability in HEIs in Karachi, Pakistan through the lens of a Resource-Based View (RBV). Using a qualitative research design, data were collected through semi-structured interviews with 56 HEIs employees, analyzed via thematic analysis. This study enriches the limited body of literature on GHRM by exploring its role in fostering sustainability in HIEs. Additionally, it highlights the challenges HEIs face when adopting GHRM practices to promote sustainability, discusses managerial implications and provides insights for policymakers. Findings revealed that GHRM practices encourage eco-friendly behaviors, emphasizing the need for sustainable strategies within Pakistani's HIEs workforce.

Kant S., Niguse T., Terefe A., Adula M.

This investigation investigates the connections among Organizational Behavior (OB), Green culture of organization (GOC), and Eco-friendly Friendly Innovation (EFI) in businesses aiming for sustainability. The investigation incorporates a quantitative methodology to investigate the direct and indirect influences of EFI on OB, using GOC as a mediating variable. In addition to having a good influence on GOC, which mediates the association among EFI and OB, the outcomes manifested that EFI considerably enhances OB, indicating a strong direct association. In particular, the way that EFI indirectly influences OB through GOC emphasizes how crucial it is to foster an environment-friendly corporate culture. By establishing empirical proof of the crucial functions that GOC and EFI play in influencing organizational behavior, this investigation adds to the body of material already in existence and has useful ramifications for managers looking to put sustainability initiatives into practice. Future investigation is advised to investigate moderating variables and contextual factors.

Swathi A., Johnpaul M.

This chapter looks at how incorporating eco-friendly business practices into daily operations has a significant impact on the internal climate of the company and fosters a sustainable work culture. Prioritizing sustainability raises moral standards, encourages cooperative effort, and orients workers toward a goal. Businesses that place a high priority on environmental stewardship frequently foster a corporate culture that reflects individual beliefs and moral business practices, encouraging honesty and involvement from staff members. Cross-functional cooperation is promoted by sustainability programs, which also foster creativity, transparent communication, and employee empowerment to make significant contributions. Furthermore, linking sustainability initiatives to more general societal objectives improves employee satisfaction and retention. By taking a long-term, sustainable approach, companies can draw in like-minded investors and customers, increasing their ability to withstand changes in the market and in regulations.