Business Strategy and Development最新文献

Inconsistent findings on the relationship between board diversity attributes and environmental performance in the extant literature warrant a comprehensive meta-analytical assessment. Therefore, this research is targeted to examine the relationship between board diversity attributes—such as age, gender, education, nationality, and ethnicity—and corporate environmental performance through meta-analysis. Additionally, it sheds light on the moderating influences of cultural dimensions—individualism, masculinity, power distance, uncertainty avoidance, long-term orientation, and indulgence—on these relationships as national-level cultural factors were rarely examined in the extant literature on corporate environmental performance. This research relied on 182 effect sizes from 91 studies published in Chartered Association of Business Schools (ABS) ranked journals in the last two decades. Mean correlation coefficients and random-effect meta-regressions were used to test the hypothesized relationships. All the board diversity attributes have a significant positive relationship with environmental performance. Concerning moderating effects, cultural dimensions of high power distance and uncertainty avoidance strengthen the positive relationship between board diversity attributes and environmental performance, whereas high individualism and indulgence dimensions weaken them. Masculinity and long-term orientations yielded mixed results. In general, the results suggest that policies aimed at promoting board diversity can improve corporate environmental performance. However, the effectiveness of board diversity attributes in promoting corporate environmental performance is influenced by cultural factors. Since this research exclusively relies on articles published in English-language ABS-ranked journals, it may limit the generalizability of the findings by excluding potentially relevant studies published in other languages in other institutional and cultural contexts.

This study investigates how environmental concern translates into green banking behavior by distinguishing three behavioral mechanisms: cost-sensitive (instrumental—via perceived benefits and adoption intention), loyalty-based, and sacrifice-based (affective—via trust). Grounded in the theory of planned behavior (TPB) and self-determination theory (SDT), we employ structural equation modelling (SEM) and a conditional moderated mediation model (PROCESS Model 11), with perceived benefits, adoption intention, and trust serving as mediators, and personal responsibility and social norms acting as moderators. Findings indicated that different psychological paths trigger different outcomes of pro-environmental financial behavior. Artificial neural networks (ANN) complement the analysis by detecting nonlinear patterns, supporting the multidimensional nature of environmental behavior. The study challenges one-dimensional measurement of green behavior and underscores the need for tailored policy approaches in sustainable finance. By aligning motivation types with targeted behavioral outcomes, this work advances applications of behavioral economics in green banking.

Thao, M. T. P., B. T. Trang, and D.-V. Thac. 2025. “Green Transformational Leadership and Firm ESG Performance in a Transitional Economy: The Serial Mediating Roles of Green Training and Green Involvement.” Business Strategy & Development 8, no. 3: e70225. https://doi.org/10.1002/bsd2.70225.

Some words in the name of the funding organization are missing: “This work was supported by the Đại học Kinh t Thành ph H Chí Minh.

It should be: “This work was supported by Đại học Kinh tế Thành phố Hồ Chí Minh (UEH University)”.

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Guterres, M., D. D. M. Ferreira, and M. M. R. Junior. 2025. “Maximizing Financial Performance Through ESG Excellence and Sustainable Practices.” Business Strategy & Development 8, no. 3: e70218. https://doi.org/10.1002/bsd2.70218.

The funding statement for this article was missing. The below funding statement has been added to the Acknowledgments section of the article:

The Article Processing Charge for the publication of this research was funded by the Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - Brasil (CAPES) (ROR identifier: 00x0ma614).

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The creation of pharmacy holding companies today is not merely a strategic choice but increasingly a necessity, driven by evolving market dynamics, regulatory changes, and the growing complexity of management. This paper explores how these companies can play a transformative role by enhancing sustainable lifestyles and unlocking new business opportunities, which are both central to their development strategy. To address this, a multi-criteria decision analysis is proposed, combining the compensatory methods AHP and TOPSIS, based on insights from four categories of experts. The results show a notable correlation between the AHP and TOPSIS values, although the rankings diverge. TOPSIS identifies business opportunities as the main driver behind a pharmacy owner's decision to join a holding, whereas AHP highlights the importance of lifestyle improvements and better working conditions. Expert perspectives also vary: managers and academics emphasize lifestyle factors, consultants focus on market potential, and pharmacists prioritize acquisition costs. Pharmacy holding companies, by evolving from shareholder-driven to stakeholder-oriented models, are positioned to place the customer at the center, expanding services and redistributing benefits generated by the new structure. A business strategy aligned with this model can contribute meaningfully to the achievement of SDGs 3 and 8.

The Covid-19 pandemic has made explicit both the rise in loneliness and mental illness and the increase in remote work or working from home; a working condition shown to be related to loneliness, anxiety, and depression. This paper explores whether a strong organizational purpose, at the group level—defined as employees within a group understanding, valuing, and contributing to it—can generate bonds that promote social well-being at the group level in a dynamic and changing world. Using Partial Least Squares and a sample of 261 departments/groups of 31 organizations, we found that group-level organizational purpose strength fosters social well-being within work groups, as reflected in group-level sense of belonging and collaborative behaviors. We also identify group-level characteristics that may moderate these relationships. Our findings advance Social Identity Theory, Self-Determination Theory, and the emerging Theory of Purpose Orientation by extending prior research on organizational purpose. Earlier research has examined purpose mainly in relation to final outcomes like productivity and performance but has overlooked intermediate outcomes such as group-level social well-being—the focus of this study.