The Effect of Socially Responsible HRM on Organizational Citizenship Behavior for the Environment: A Proactive Motivation Model

"Smart" outsourcing in support of the humanization of entrepreneurship in the artificial intelligence economy

The article focuses on the problem of optimizing human resource management with systematic coverage of economic efficiency and corporate social responsibility. The purpose of the article is to study the role of outsourcing in the humanization of entrepreneurship in the AI economy. The potential of outsourcing in the field of entrepreneurship development in the AI economy is justified through econometric modeling using the regression analysis method on the example of companies from the "Global-500" in 2022. Promising directions for the development of "smart" outsourcing in support of the humanization of entrepreneurship in the economy using the method of comparative analysis are determined through the identification of its advantages in comparison with traditional outsourcing for the humanization of entrepreneurship. Using the case study method, successful examples of the use of "smart" outsourcing in various business operations of entrepreneurship are systematized. The key conclusion is that in the AI economy, the humanization of entrepreneurship can be provided with the help of "smart" outsourcing, which is more preferable than traditional outsourcing due to its increased flexibility, rationality, and efficiency. The theoretical significance lies in clarifying the specifics of outsourcing in the AI economy, as well as in justifying the preference for "smart" outsourcing and in providing a scientific methodology for its implementation. The practical significance is connected with the fact that the proposed practical recommendations on the implementation of "smart" outsourcing allow to improve the efficiency of entrepreneurial activity and strengthen the resilience of businesses to economic crises, supporting economic growth through "smart" outsourcing.

Understanding the Impact of Environmentally Specific Servant Leadership on Employees' Pro-Environmental Behaviors in the Workplace: Based on the Proactive Motivation Model

The increasingly severe environmental situation has brought challenges to the world, and organizations are aware of the importance of environmental management and are committed to changing individuals' environmental behavior patterns. Based on the proactive motivation model, this study constructs a moderated multiple mediation model to explore the impact mechanism and boundary conditions between environmentally specific servant leadership (ESSL) and employees' workplace pro-environmental behaviors (WPB). This study examines 440 Chinese industrial sector employees, and the linear regression method test results show that: (1) ESSL significantly promotes employees' WPB. (2) Green self-efficacy (GSE), green organizational identity (GOI), and environmental passion (EP) act as multiple mediators between ESSL and employees' WPB. (3) Green shared vision (GSV) positively moderates the relationship between ESSL and employees' WPB. This study provides a new theoretical perspective on how ESSL affects employees' WPB, which is analyzed from three aspects: "can do", "reason to", and "energized to". This new mechanism reveals that leaders should transform their leadership style to that of environmental service, and focus on enhancing the employees' GSE, GOI, and EP. Moreover, ESSL should make copious use of green strategy tools, such as GSV, to realize the above mechanism.

Developing sustainable workplace through leadership: Perspectives of transformational leadership and of organizational citizenship behavior

The objective of this study was to investigate the leadership style of the supervisor to develop the organization's sustainable workplace of and the extra-role behavior of employees (i.e., OCB). An organizational context of the immigration officer is explored by using the data collected from a survey of 453 immigration officers from 26 immigration officer teams in Taiwan. This study has verified the transformational leadership and organizational commitment that they have positive effect on organizational citizenship behavior (OCB) of the immigration officers. Moreover, it showed that the organizational climate has a context effect on organizational commitment and OCB. Furthermore, the results of this study have shown that an aggregated transformational leadership has cross-level interactions on OCB. This study also found that the transformational leadership has strong effect on organizational commitment and OCB. This study adopts a cross-level study taking organizational environmental factors and cross-level interactions as research considerations. Because of the focus on group-level impact, the research methodology can apply the supervisor's leadership style and the organizational climate to measure whether the immigration officers have a high degree of organizational commitment and influence their OCB performance across levels. The organizational commitment of the immigration officers and their individual OCB performance could be improved by converging the organizational context effect of aggregated transformational leadership and organizational climate. This study found that the application of the transformational leadership is extremely helpful for an organization to develop sustainable workplace and extra-role behavior of employees.

Enhancing Organizational Citizenship Behaviors for the Environment: Integrating Social Identity and Social Exchange Perspectives

Purpose

Based on social identity theory and social exchange theory, this study tests the influence of green organizational identity, exchange ideology and perceived organizational support toward the environment on organizational citizenship behaviors for the environment.

Methods

This study conducted a three-wave survey. The data was collected from 526 employees (95% response rate) across three organizations. Structural equation modeling based on AMOS and hierarchical regression analysis based on Hayes’ PROCESS on SPSS were applied to test all hypotheses.

Results

Perceived organizational support towards the environment had a positive influence on organizational citizenship behaviors for the environment, and green organizational identity played a partial mediating role in this relationship. In addition, exchange ideology moderated the relationship between perceived organizational support towards the environment and green organizational identity, and such that this relationship was strengthened as a result of a high level of exchange ideology.

Contribution

Overall, these findings contribute to the understanding of the integration of social identity theory and social exchange theory and the ways in which both theories influence organizational citizenship behaviors for the environment.

Socially Responsible Human Resource Management: A Systematic Literature Review and Research Agenda

At the intersection of corporate social responsibility (CSR) and human resource management (HRM), a specific research strand has been forming and considerably flourishing over the past years, contributing to the burgeoning academic debate of what has been called “socially responsible human resource management” (SRHRM). The SRHRM debate seeks to proactively enhance employees’ work experiences and meet their personal and social expectations in ethical and socially responsible ways. Despite the increasing interest in research about SRHRM, however, the literature in this area is highly scattered, and a comprehensive study has yet to be undertaken. The present paper addresses this shortcoming by systematically reviewing 57 scholarly articles published in this research domain. It integrates previous insights on the topic to provide a far-reaching theoretical framework that highlights antecedents, practices, and outcomes of SRHRM research. As the results show, between 2011 and 2021, the Sustainability journal has published most of the empirical papers in this area, while the last three years (2019–2021) experienced a significant surge of publications on the topic. Our framework shapes a holistic overview of the SRHRM domain and illuminates different relevant elements upon which future studies in this area could be developed. This contribution is also beneficial for general CSR literature as it stresses the importance of its internal stakeholders, which have been comprehensively given less attention so far. By critically examining the recent literature on SRHRM, we further show how previous research is dominated by studies rooted in utilitarian approaches. Therefore, we set a research agenda for future studies by acknowledging the need for process-oriented studies and the importance of critical scholarship within the field of SRHRM.