The Psychology Of Green Organizations

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 is a landmark in showing how industrial-organizational psychology and related fields contribute to environmental sustainability in organizations. Industrial-organizational psychology embraces a scientist/practitioner model: evidence-based best practice to solve real-world issues. The contributors to this book are experts in science and practice, demonstrating the ways in which human-organization interactions can drive change to produce environmentally beneficial outcomes. Overall, the authors address cogent issues and provide specific examples of how industrial-organizational psychology can guide interventions that support and maintain environmentally sound practices in organizations. Green Organizations can be used as a general reference for researchers, in courses on sustainable business, corporate social responsibility, ethical management practices and social entrepreneurship. The book will provide an excellent overview for anyone interested in sustainability in organizations, and will serve as a valuable guide to industrial-organizational psychology and management professionals.

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.

This volume answers calls for improving sustainability and sustainable development in organizations from a psychological point of view. It offers a range of perspectives on the current research in the psychology of sustainability and sustainable development to highlight effective ways of improving well-being and healthy sustainable development in organizations. Section 1 introduces the concept of the psychology of sustainability and sustainable development as well as macro topics of related issues in organizations. Section 2 focuses on themes traditionally recognized in organizational psychology literature, such as performance, negotiation, leadership, resistance to change, innovation, and digital transformation. Section 3 presents variables to enhance sustainability and sustainable development in organizations and considers levels of prevention. Topics include humor awareness as a primary prevention resource in organizations, intrapreneurial self-capital as an individual preventative strength, compassion within organizations, perfectionism as an inhibitor in organizational contexts, and job crafting from individual to collaborative to organizational, meaningfulness and sustainable careers. With a clear psychological focus on the topic of leading sustainability efforts, this book will be of great interest to students and academics who want to learn more about corporate sustainability. It is also a useful resource for business executives, team leaders and managers.

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.

The pursuit of sustainability has taken center stage across industries on a global scale. However, many organizations find themselves grappling with the challenge of translating sustainability ideals into practical, long-lasting success. Traditional structures and approaches often fall short, leaving organizations struggling to adapt to rapidly changing circumstances and uncertain futures. The need for a comprehensive, holistic solution to sustainable business practices has never been more pressing. Fostering Organizational Sustainability With Positive Psychology addresses the critical gap in the sustainability discourse by showcasing how positive psychology and positive organizational behavior can serve as the linchpin to achieving sustainability in organizations. This book provides a roadmap for establishing these principles as the cornerstone of your sustainable business strategy.

The phrase “greening of the workplace” refers to the range of resources used by an organization to ensure its management and industrial processes are conducive to the adoption of workplace pro-environmental behaviors by its employees, irrespective of their position, the nature of their work or their rank within the organization. This book provides greater visibility to research into how organizations encourage their employees to take environmental considerations into account in their daily work. It examines the connections between organizational practices, individual behaviors, and environmental performance. This book will appeal to HRM scholars interested in the psychological, managerial and organizational dimensions governing the relationship between individuals and ecology.

Researchers, corporate leaders, and other stakeholders have shown increasing interest in Corporate Social Responsibility (CSR)—a company’s discretionary actions and policies that appear to advance societal well-being beyond its immediate financial interests and legal requirements. Spanning decades of research activity, the scholarly literature on CSR has been dominated by meso- and macro-level perspectives, such as studies within corporate strategy that examine relationships between firm-level indicators of social/environmental performance and corporate financial performance. In recent years, however, there has been an explosion of micro-oriented CSR research conducted at the individual-level of analysis, especially with respect to studies on how and why job seekers and employees perceive and react to CSR practices. This micro-level focus is reflected in 12 articles published in this edited volume as a research topic collection in Frontiers in Psychology (Organizational Psychology Specialty Section) titled “Corporate social responsibility and organizational psychology: Quid pro quo.”