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Sustainable Development in Organizational Culture and Leadership
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Sustainable Development in Organizational Culture and Leadership

A special issue of Sustainability (ISSN 2071-1050). This special issue belongs to the section "Economic and Business Aspects of Sustainability".

Deadline for manuscript submissions: closed (27 October 2023) | Viewed by 19646

Special Issue Editor

Dr. Tungju Wu

E-Mail Website
Guest Editor
School of Management, Harbin Institute of Technology (HIT), Harbin 150001, China
Interests: work stress and emotion; digital and intelligent organizational behavior; quality of work-life
Special Issues, Collections and Topics in MDPI journals

Special Issue Information

Dear Colleagues,

With the rapid development of information technology, human–machine collaboration has been promoted in organizations, and sustainable development has gradually become an important issue in the world today. Organizations play a crucial role in promoting sustainable development, and organizational culture and leadership are essential factors that determine the success of sustainability initiatives. During this process, employees' innovative behavior, unsafe behavior, work engagement, emotional labor, and more may be affected. Therefore, we invite submissions of original research papers, case studies, and reviews that explore the relationship between sustainable development, organizational culture, and leadership. The manuscript topics we will accept include, but are not limited to, sustainable development, organizational culture, leadership, innovative behavior, algorithm management, AI applications in organizations, human–machine collaboration, and more.

The aim of this Special Issue is to bring together scholars and practitioners to share their research findings, insights, and experiences related to sustainable development, organizational culture, and leadership. We welcome submissions that examine sustainable development from various perspectives, including, but not limited to:

  • The impact of organizational culture on sustainable development;
  • The role of leadership in promoting sustainable development;
  • The implementation of sustainable development practices in organizations;
  • The challenges and barriers to sustainable development in organizations;
  • The feelings of employees toward sustainable human–machine collaboration;
  • The link between sustainable development, algorithm management, and employees’ work behavior;
  • The measurement and evaluation of sustainable development initiatives in organizations.

We encourage submissions from diverse disciplines, including management, environmental studies, social sciences, and engineering. We also welcome interdisciplinary papers that draw on different fields to provide a comprehensive understanding of sustainable development in organizational culture and leadership.

Submissions should follow the guidelines of the journal and be submitted online through the journal's submission system. All submissions will be subject to a rigorous peer-review process to ensure high-quality research is published.

We look forward to receiving your submissions and promoting the exchange of knowledge and ideas on sustainable development in organizational culture and leadership.

Dr. Tungju Wu
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a single-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Sustainability is an international peer-reviewed open access semimonthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 2400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • organizational culture
  • leadership
  • job stress
  • job insecurity
  • job engagement
  • innovative work behaviors
  • emotion
  • organizational citizenship behavior
  • AI applications
  • human–machine collaboration

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Further information on MDPI's Special Issue polices can be found here.

Published Papers (6 papers)

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Research

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23 pages, 4048 KiB  
Article
Organizational Culture and Teamwork: A Bibliometric Perspective on Public and Private Organizations
by Humberto Iván Morales-Huamán, Carlos Javier Medina-Valderrama, Alejandro Valencia-Arias, Manuel Humberto Vasquez-Coronado, Jackeline Valencia and Jorge Delgado-Caramutti
Sustainability 2023, 15(18), 13966; https://doi.org/10.3390/su151813966 - 20 Sep 2023
Cited by 5 | Viewed by 8554
Abstract
Research on organizational culture and teamwork is progressing substantially, and the interest in understanding culture as an organizational phenomenon and its links with other variables of organizations are perspectives that need to be considered to obtain a better understanding and knowledge of achieving [...] Read more.
Research on organizational culture and teamwork is progressing substantially, and the interest in understanding culture as an organizational phenomenon and its links with other variables of organizations are perspectives that need to be considered to obtain a better understanding and knowledge of achieving organizational aims. The objective of this study was to analyze the research and its contributions to organizational culture and teamwork through indicators of quantity, quality and structure. The information was obtained from the Scopus and Web of Science databases through structured search equations. The bibliographic data were merged and processed using Microsoft Excel, and by applying and using the PRISMA 2020 statement, 836 records were obtained. VOSviewer software was used to map networks, overlay displays and analyze keyword densities. The findings revealed that organizational culture and teamwork are constantly expanding and being researched in different organizations, with studies relating organizational culture and teamwork to knowledge management, patient safety culture, knowledge exchange, interprofessional collaboration and innovation. The maximum number of publications on the topic occurred in 2019. As indicated by VOSviewer, the keyword communication was associated with three of the identified clusters, and the research agenda proposed the expanding of themes related to leadership, knowledge exchange, knowledge management, interprofessional collaboration and safety climate. Full article
(This article belongs to the Special Issue Sustainable Development in Organizational Culture and Leadership)
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19 pages, 1027 KiB  
Article
How Can Managers Promote Employee Sustainability? A Study on the Impact of Servant Leadership on Emotional Labor
by Ge Yan, Liang Meng, Bo Li and Jiamin Li
Sustainability 2023, 15(14), 11162; https://doi.org/10.3390/su151411162 - 18 Jul 2023
Cited by 2 | Viewed by 2118
Abstract
How managers can promote sustainability among their employees has become an important research issue in the field of organizations. Based on the theory of person–environment fit and social learning, the internal mechanism and the conditions of servant leadership on the two dimensions of [...] Read more.
How managers can promote sustainability among their employees has become an important research issue in the field of organizations. Based on the theory of person–environment fit and social learning, the internal mechanism and the conditions of servant leadership on the two dimensions of emotional labor of the epidemic situation were studied through the analysis of the questionnaire data at two time points. The study revealed that the adoption of servant leadership by managers can have a positive impact on employee well-being and deep acting in the context of COVID-19, and this is critically important for the sustainable development of employees. Employee well-being is positively correlated with deep acting and negatively correlated with surface acting. Employee well-being plays a mediating role between servant leadership and the two dimensions of emotional labor. Perceived organizational support plays a moderating role between servant leadership and surface acting. The research findings can serve as a reference for enterprises to take measures in mitigating the adverse impact of COVID-19. Moreover, they provide new insights for managers to facilitate the sustainable development of their employees. Full article
(This article belongs to the Special Issue Sustainable Development in Organizational Culture and Leadership)
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14 pages, 514 KiB  
Article
Sustainable Vitality and Learning: The Connotation, Scale, and Heterogeneity of Dualistic Psychological Thriving at Work
by Le-Le Wang, Lan-Xia Zhang and Bin Ju
Sustainability 2023, 15(14), 10804; https://doi.org/10.3390/su151410804 - 10 Jul 2023
Viewed by 1451
Abstract
Psychological thriving is crucial for the sustainable well-being and continuous growth of employees in the workplace. This study aims to explore the concept, measurement, and heterogeneity of dualistic psychological thriving at work to promote sustainable vitality and learning among employees. In Study 1, [...] Read more.
Psychological thriving is crucial for the sustainable well-being and continuous growth of employees in the workplace. This study aims to explore the concept, measurement, and heterogeneity of dualistic psychological thriving at work to promote sustainable vitality and learning among employees. In Study 1, we identified psychological thriving at work as a second-order dualistic construct, encompassing the positive psychological state in which individuals experience vitality and learning in their current work and hold high expectations for their future work. This construct consists of two dimensions: psychological thriving of work experience and psychological thriving of work development. In Study 2, we conducted exploratory factor analysis and second-order confirmatory factor analyses using two independent samples, providing empirical evidence for the second-order dualistic structure of psychological thriving at work. Subsequently, we developed a comprehensive scale to measure dualistic psychological thriving at work and assessed its criterion validity by examining its relationship with workplace friendship and work autonomy. In Study 3, we investigated the overall levels and pursuit preferences of dualistic psychological thriving at work among different generations. The findings revealed significant differences in the overall levels and pursuit preferences of dualistic psychological thriving at work across generations. Post-1990s employees exhibited the highest overall level of dualistic psychological thriving at work, while post-1970s employees had the lowest. Moreover, post-1990s employees were more inclined to pursue psychological thriving of work experience, whereas post-1980s employees tended to seek psychological thriving of work development. No significant differences were found among post-1970s employees. Full article
(This article belongs to the Special Issue Sustainable Development in Organizational Culture and Leadership)
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17 pages, 601 KiB  
Article
A Grounded Theory Examination of Supervisory Boards’ Governance Capability Indicators in Publicly Traded Firms: A Sustainability Perspective
by Baorong Guo, Xinan Zhao and Lizhi Hu
Sustainability 2023, 15(13), 10666; https://doi.org/10.3390/su151310666 - 6 Jul 2023
Cited by 1 | Viewed by 1792
Abstract
Embedded within the sustainable development framework, our research leverages proceduralized grounded theory to refine and universalize supervisory governance capabilities, thereby aiming to assess the theoretical saturation of the resultant model and to devise a comprehensive, sustainability-inclusive index of supervisory board governance competence. Focusing [...] Read more.
Embedded within the sustainable development framework, our research leverages proceduralized grounded theory to refine and universalize supervisory governance capabilities, thereby aiming to assess the theoretical saturation of the resultant model and to devise a comprehensive, sustainability-inclusive index of supervisory board governance competence. Focusing on five publicly traded Chinese companies, the research employs a tripartite coding process integral to grounded theory methodologies. By methodically refining case studies, it identifies sustainability-oriented governance capacity indicators. Data are conceptualized and compartmentalized via open coding, then divided into five primary clusters via axial coding, resulting in sustainability-focused governance capacity indicators for supervisory boards. Using selective coding strategies, the study uncovers forty-two competency indicators pertinent to sustainable corporate governance, organized into three domains across eight sustainability-related dimensions. These include individual characteristics, sustainability value judgment, experiential wisdom, collaborative communication for sustainable practices, resource integration, general employment prerequisites, professional application in sustainability, and sustainable business acumen. The findings enhance supervisory board member selection and performance assessment processes, promoting sustainable corporate governance. They also clarify supervisory roles in sustainability, offering a holistic view of supervisory board internal governance mechanisms. By maintaining the objectivity of these indicators, the study advances the field. Full article
(This article belongs to the Special Issue Sustainable Development in Organizational Culture and Leadership)
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17 pages, 832 KiB  
Article
Servitization, Digitalization or Hand in Hand: A Study on the Sustainable Development Path of Manufacturing Enterprises
by Jifei Xie, Lulu Ma and Jiamin Li
Sustainability 2023, 15(13), 10644; https://doi.org/10.3390/su151310644 - 6 Jul 2023
Cited by 1 | Viewed by 1405
Abstract
Using a new systematic method based on text mining and econometric analysis, this paper performs an empirical analysis on the text data and panel data of 195 enterprises in China’s 23 manufacturing sub-sectors from 2011 to 2020, constructs the evaluation index system of [...] Read more.
Using a new systematic method based on text mining and econometric analysis, this paper performs an empirical analysis on the text data and panel data of 195 enterprises in China’s 23 manufacturing sub-sectors from 2011 to 2020, constructs the evaluation index system of sustainable development ability (SDA) of manufacturing enterprises and then uses the non-parametric Mann–Whitney–Wilcoxon tests of inter-group means and the polynomial Logit regression clustering to comparatively analyze the impacts of pure manufacturing (P-), servitization (S-), digitalization (D-) and digital servitization (DS-) paths on the SDA of manufacturing enterprises. The results show that, in terms of profitability as well as each social and environmental dimension, the S-, D- and DS-paths are better choices than the P-path, while, in terms of production ability, debt-paying ability and development ability, there may be “digitalization paradox” or “digital servitization paradox”, but no evidence of “servitization paradox” is found. According to the research results, enterprises should comprehensively evaluate their internal and external conditions, deeply understand the prerequisites and requirements of each development path, actively predict and respond to the risks and challenges they face, be fully prepared and maintain a cautious attitude. Full article
(This article belongs to the Special Issue Sustainable Development in Organizational Culture and Leadership)
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Review

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20 pages, 4562 KiB  
Review
Key Factors of Sustainable Development of Organization: Bibliometric Analysis of Organizational Citizenship Behavior
by Shuo Yang, Lanxia Zhang and Lele Wang
Sustainability 2023, 15(10), 8261; https://doi.org/10.3390/su15108261 - 18 May 2023
Cited by 5 | Viewed by 2448
Abstract
Organizational citizenship behavior is the key factor to promote the sustainable development of an organization, and it is of great significance to explore the research status, hotspots, and trends of organizational citizenship behavior to promote the sustainable development of the organization. Therefore, the [...] Read more.
Organizational citizenship behavior is the key factor to promote the sustainable development of an organization, and it is of great significance to explore the research status, hotspots, and trends of organizational citizenship behavior to promote the sustainable development of the organization. Therefore, the purpose of this study is to explore the knowledge structure and dynamic evolution trend of organizational citizenship behavior more comprehensively and objectively by using bibliometrics, in order to promote the development of theoretical research on organizational citizenship behavior and the sustainable development of the organization. This study found the following: Scholars have studied the factors of individual organizational citizenship behavior and group organizational citizenship behavior from three aspects: individual factors, leadership styles, and organizational factors. The research on the outcome of individual organizational citizenship behavior and group organizational citizenship behavior focused on performance and employee psychological state, and behavior mainly. Among them, the definition, nature, and scale of organizational citizenship behavior and the influence of different leadership styles on organizational citizenship behavior are core topics in this field; the study of the influence of employees’ psychological state on organizational citizenship behavior from the psychological perspective is a hot topic in this field; the different manifestations and connotations of organizational citizenship behavior based on different motivations and the impact of organizational citizenship behavior based on different motivations on employees’ psychology and work status are research trends in the future. The research conclusion not only enables scholars in this field to better understand the knowledge structure and research trend of organizational citizenship behavior, but also helps organization managers to fully motivate employees’ organizational citizenship behavior and promote the sustainable development of the organization. Full article
(This article belongs to the Special Issue Sustainable Development in Organizational Culture and Leadership)
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