This book examines the spectrum of green behaviors in organizational settings, focusing on the contribution that employees make through their environmental engagement. The authors provide an overview of green behaviors while clarifying the meaning of the concept and its critical importance to greening employees. By distinguishing between voluntary (e.g., encouraging colleagues to express their ideas about environmental issues), prescribed (e.g., having an obligation to implement environmental policies), and counterproductive (e.g., not caring about water or electricity consumption) behaviors, the book rethinks sustainable development, placing the psychological and environmental dimensions on a par. Aimed at researchers in human resource management, organizational behavior, organizational change, and psychology, this interdisciplinary study proposes a novel approach to sustainability by assessing employee behaviors at work.

As 21st-century companies realize they'll need to be green to compete, sustainable ideas are spreading like wildfire throughout all fields of modern business. In The Green Workplace, Leigh Stringer, an expert on sustainable workplace design and strategy, shows companies on the cusp of radically transforming their practices how to bring together diverse teams and establish new organizational governance for creative problem-solving in greening their workplace. Her hands-on green strategies are based on concrete and cost-effective changes such as: - working from home - ways to cut commuting costs - video conferencing to cut down on travel - increasing access to natural light to save energy - and more. Stringer explains how managers can implement these changes smoothly and efficiently. In solving key problems, she shows companies how a green business reduces costs, increases productivity, improves recruiting and retention, and increases shareholder value, in addition to benefiting the environment.

In the midst of climate change, responsible business practices and ecological modernization become essential tools for the promotion of sustainability. Due to the current level of demand for eco-friendly products and services, there is a need for green training and green human resource development to support green creativity and eco-innovation for sustainability. By incorporating green initiatives into human resource practices, organizations can maintain a positive impact on the environment. With a full understanding of sustainable business practices, positive impacts on the environmental management field become easier to produce. Human Resource Management Practices for Promoting Sustainability is a pivotal reference source that explores the incorporation of green initiatives into all aspects of human resource management practices in a variety of industries. The book delivers a discussion on green human capital, collective green intelligence, and competencies that are essential to cope with the challenges in Industry 4.0. It also provides a basis for green recruitment and selection processes as a way of promoting pro-environmental behavior in the labor markets. While highlighting a broad range of topics including employee relations, knowledge management, and recruitment, this book is ideally designed for executives, entrepreneurs, human resource managers, academicians, researchers, and students. The book is also suitable for conventional and corporate universities looking to meet sustainable development goals as well as policymakers as it provides a guideline in designing and implementing green creativity and eco-innovation based on a wide range of global issues confronting sustainability in the Fourth Industrial Revolution.

Managing Human Resources for Environmental Sustainability The Society for Industrial and Organizational Psychology (SIOP) is the premier membership organization for those practicing industrial and organizational psychology. The Society's mission is to enhance human well-being and performance in organizational and work settings by promoting the science, practice, and teaching of industrial and organizational (I-O) psychology. I-O psychologists apply research that improves the well-being and performance of people and the organizations that employ them. This involves everything from workforce planning, employee selection, and leader development to studying job attitudes and job motivation, implementing work teams, and facilitating organizational change. SIOP is a nonprofit organization with more than 6,000 members. While an independent organization with its own governance, SIOP is also a division within the American Psychological Association and an organizational affiliate of the Association for Psychological Science.

As the 21st century advances, the global challenges and consequences posed by climate change are becoming increasingly apparent. Although organisations are considered significant contributors to climate change, they also have the potential to affect it positively through their employees. As a result, understanding how employees' pro-environmental initiatives can positively affect climate change has increasingly become the focus of inquiry among researchers. In this book a number of researchers review leading research in different areas of organisational environmental sustainability.

This book examines a new topic in Human Resource Management (HRM), green – or environmental – HRM, analysing the role humans play in environmental management at work and environmental behaviours at workplaces around the world. The book begins with a focus on negative workplace green behaviours (e.g. toxic chemical leaks, air pollution, contaminated waste etc.), and what such environmental problems mean for workers, managers and society as a whole. This book outlines relevant, underpinning academic theory and research literature on how HRM is ‘going green’, and details real-life organisational examples derived from original and secondary empirical research to illuminate the implications of adopting Green HRM practices for relevant stakeholders. In doing so, the book offers a new, academic contribution to both the HRM and environmental management literatures.

How do people identify with organizations? What role does organizational identity play in organizational strategy? Identity in Organizations investigates the fundamental character of organizational identity and individual identification with an organization. Through the use of an unconventional, conversational format the reader is drawn into a provocative discussion among key organizational scholars that focuses on three different paradigmatic views of identity: a functionalist perspective, an interpretive perspective, and a postmodern perspective. Similarities and distinctions among these ways of understanding are explored and numerous theoretical and practical insights are gained. This groundbreaking book concludes with a discussion of the relevance of identity as a construct in organizational study and observations on conversation and theory building. Many well-known scholars participate in the conversation, including Jay Barney, Denny Gioia, Mary Jo Hatch, Stuart Albert, Anne Huff, Judi McLean Parks, and Rod Kramer. Identity in Organizations will be of interest to professionals and students of organizational studies, human resource management, industrial psychology, sociology of work, psychology, and organizational communication.