Business Strategy and The Environment最新文献

The literature indicates the relevance of sustainability-oriented innovation (SOI). However, the knowledge about the influence of dynamic capabilities (DCs) and critical factors (CFs) in developing these innovations is still insufficient. This paper aims to analyze the DCs' influence (through CFs) in developing SOIs through an in-depth explorative case study in two Brazilian unities at a multinational shoe company. The empirical results showed that the development of SOIs depends on the high influence on environmental, resource integration, and technological capabilities and moderate influence on absorptive, organizational, and networking capabilities due to the absence or nonstructuring of its CFs. “Waste management” (related to environmental DC) and “reputation (related to organizational DC)” emerged from empirical evidence. The paper provides empirical evidence of DC's influence (through CFs) in developing SOIs by suggesting eight propositions.

This study explores the link between sustainable HRM, workplace spirituality (WS), and employee behaviors, namely, organizational citizenship behavior for the environment (OCBE) and proactive behavior (PB). Utilizing a double source data collection method, this research incorporates the perspectives of both managers and employees. A sample of 314 dyads was analyzed. Structural equation modeling was employed to test the proposed hypotheses. It was found that sustainable HRM positively influences WS and OCBE. However, no significant direct impact was identified on PB. WS acts as a full mediator in this relationship. These results also show a strong association between WS and OCBE. This study underscores the crucial role of sustainable HRM in fostering WS and promoting OCBE while raising important questions about PB in a sustainability context. These insights contribute to understanding how organizations can use sustainable HRM to enhance employee responsible behaviors and create a workplace that supports employees' spiritual well-being.

Based on a panel dataset of 47 countries during 1995–2015, this study investigates the impact of global value chains participation, as measured by position index, on air pollution. The moderating effect of digital economy is also examined. The results show that the increase of global value chains position has a negative impact on air pollution. Heterogeneity analyses show that the increase of forward-linked production length could mitigate air pollution. The negative impact of global value chains position is reflected in non-OECD countries, and the impact on CO is stronger than other pollutants. The mechanism analyses show that increased global value chains position mitigates air pollution through industrial structure upgrading and technological progress. The moderating effect analyses reveal that digital economy could strengthen the negative impact, in which digital applications play a key role. Digital economy could also strengthen the path of global value chains position affecting air pollution through industrial structure and technological progress. The results reveal that global value chains position should be improved to promote air pollution control, and different countries should implement differentiated strategies. In particular, it is of great significance for pollution control to promote the transformation and integration of digital achievements with digital applications as the breakthrough.

Organizational citizenship behavior for the environment (OCBE) has become increasingly important in response to the harmful activities of some manufacturing firms in Ghana. Drawing on the Ability, Motivation, and Opportunity (AMO) framework, this study explores the influence of Green Human Resource Management (HRM) practices on OCBE, with a focus on the mediating role of employee engagement and the moderating effect of employee personality traits. Data were collected from 234 respondents using a structured questionnaire, and partial least squares structural equation modeling (PLS-SEM) was used for analysis. The findings reveal that Green HRM practices have a positive impact on OCBE, with green recruitment and selection exerting the most significant influence. Additionally, green training and development positively affect employee engagement, which in turn mediates the relationship between green recruitment and selection, green training and development, and OCBE. Moreover, employee personality traits moderate these relationships, positively influencing the link between green recruitment and selection and employee engagement.

In a linear economic model, unsustainable production and consumption patterns are linked to negative environmental impacts. However, there is little empirical research on the performance of manufacturing firms in developing the circular economy (CE) in New Zealand. Accordingly, this study explores how the CE has been implemented in New Zealand's food manufacturing firms and the key factors that drive and prevent their CE practices. Our study used a multiple-case study of six large food manufacturing firms that engage in CE practices in New Zealand. We found that, although these firms focused on CE principles of reducing, reusing and recycling, the recovering principle is missing. Additionally, they face multiple barriers from the three most salient institutional pillars: regulatory, socio-cognitive and economic/supply chain. The study contributes to extended institutional theory in the CE literature by establishing an integrated framework. Our practical contribution to the practitioners is to operate the four CE concepts simultaneously by promoting the identified institutional drivers.

In modern technological competition, environmental innovation is key to creating a win–win situation for the economy and the environment and a driving force in achieving carbon neutrality goals. Based on role identity theory, this study establishes a research framework of “role–cognition–behavior.” In a sample of Chinese A-share listed companies from 2012 to 2023, we analyze the relationship between star CEOs and firms' environmental innovation and explore the mediating role of interdependent self-construal and the moderating role of risk perception. Our findings show that star CEOs can actively promote firms' environmental innovation, and this effect is mediated by interdependent self-construal. In addition, a firm's risk perception positively moderates the relationship between star CEOs and environmental innovation. This study enriches the application of role identity theory to environmental innovation and provides an avenue for star CEOs to realize their value.