Organizations and People for Sustainability

Authors

  • Mauro ROMANELLI University of Naples Parthenope

Abstract

Organizations proceed towards sustainability rediscovering the role of ethics and human resources. Managing human resources systems and designing work relationships is leading organizations to follow ethical approaches, values, and culture in starting entrepreneurial ventures and doing business for building sustainable development. Organizations should sustain and encourage ethical behaviors at work creating organizational environments ethics-oriented by managing, valuing people and developing the human resources capabilities. Designing a path to drive organizations towards sustainability relies on defining the relationships of employment ranging from the psychological contract to designing contractual architectures, governing and managing human resources and promoting ethics by sustaining an organizational culture ethics-oriented.

References

Aggerholm, K., Easmann Andersen, S., and Thomsen, C. (2011). Conceptualising employer branding in sustainable organizations. Corporate Communications: An International Journal, 16(2), 105-123.

Ashforth, B.E., and Anand, V. (2003). The normalization of corruption in organizations. Research in Organizational Behavior, 25, 1-52.

Baker, T.L., Hunt, T.G., and Andrews, M.C. (2006). Promoting ethical behavior and organizational citizenship behaviors: the influence of corporate ethical values. Journal of Business Research, 59(7), 849-857.

Bartels, L.K., Harrick, E., Martell, K., and Strickland, D. (1998). The relationship between ethical climate and ethical problems within human resource management. Journal of Business Ethics, 17(7), 799-804.

Brown, M.E., Treviňo, L.K., and Harrison, D.A. (2005). Ethical leadership: a social learning perspective for construct development and testing. Organizational Behavior and Human Decision Processes, 97(2), 117-134.

Buckley, M.R., Beu, D.S., Frink, D.D., Howard, J.L., Berkson, H., Mobbs, T.A., and Ferris, G.R. (2001). Ethical issues in human resource systems. Human Resource Management Review, 11(1), 11-129.

Caldwell, C., Truong, D.X., Link, P.T., and Tuan, A. (2011). Strategic Human Resource Management as Ethical Stewardship. Journal of Business Ethics, 98(1), 171-182.

Carlson, D.S., and Perrew, P.L. (1995). Institutionalisation of organizational ethics through transformational leadership. Journal of Business Ethics, 14(10), 829-838.

Carroll, A.B. (1987). In search of a moral manager. Business Horizons, 30(2), 7-15.

Carroll, A.B., and Smith, H.R. (1984). Organizational ethics: A stacked deck. Journal of Business Ethics, 3(2), 95-100.

Chadwick, C., and Dabu, A. (2009). Human Resources, Human Resource Management, and the Competitive Advantage of Firms: Toward a More Comprehensive Model of Causal Linkages. Organization Science, 20(1), 253-272.

Colombo, G., and Gazzola, P. (2014). Aesthetics and ethics of the sustainable organizations. European Scientific Journal, 9(10), 291-301.

de Lange, D.E., Busch, T., and Delgado-Ceballos, J. (2012). Sustaining sustainability in organizations. Journal of Business Ethics, 110(2), 151-156.

Ferrara, M. (2011). L’organizzazione. In Ferrara, G. (Ed.), Economia aziendale (pp.95-133). Milano: McGraw-Hill.

Ferrara, M. (2008). La gestione del lavoro flessibile. Torino: Giappichelli.

Ferrara, M. (1996). Flessibilità del lavoro e relazioni di agenza. Torino: Giappichelli.

Haugh, H.M., and Talwar, A. (2010). How do corporations embed sustainability across the organization?. Academy of Management learning & education, 9(3), 384-396.

Hiltrop, J. (1995). The Changing Psychological contract: The Human Resource Challenge of the1990s. European Management Journal, 13(3), 286-294.

Jabbour, C.J.C., and Santos, F.C.A. (2008). The central role of human resource management in the search for sustainable organizations. The International Journal of Human Resource Management, 19(12), 2133-2154.

Kamoche, K. (1996). Strategic human resource management within a resource-capability view of the firm. Journal of Management Studies, 33(2), 213-233.

Koh, H.C., and El’Fred, H.Y. (2001). The link between organizational ethics and job satisfaction: a study of managers in Singapore. Journal of Business Ethics, 29(4), 309-324.

Leon, R.D. (2013). From the sustainable organization to sustainable knowledge-based organization. Petroleum-Gas University of Ploiesti Bulletin, Technical Series, 65(2), 63-73.

Lepak, D.P., and Snell, S.A. (1999). The human resource architecture: toward a theory of human capital allocation and development. Academy of Management Review, 24(1), 31-48.

Lepak, D.P., Liao, H., Chung, Y., and Harden, E.E. (2006). A Conceptual Review of Human Resource Management Systems in Strategic Human Resource Management Research. Research in Personnel and Human Resources Management, 25, 217-271.

Pfeffer, J. (2010). Building sustainable organizations: the human factor. Academy of Management Perspectives, 24(1), 34-45.

Rousseau, D.M. (1990). New Hire Perceptions of Their Own and Their Employer’s Obligations: A Study of Psychological Contracts. Journal of Organizational Behavior, 11(5), 389-400.

Schumann, P.L. (2001). A moral principles framework for human resource management ethics. Human Resource Management Review, 11(1), 93-111.

Sims, R. (1992). The challenge of ethical behavior in organizations. Journal of Business Ethics, 11(7), 505-513.

Sims, R. (1991). The Institutionalization of Organizational Ethics. Journal of Business Ethics, 10(7), 493-506.

Stead, W.E., Worrell, D.L., and Stead, J.G. (1990). An integrative model for understanding and managing ethical behavior in business organizations. Journal of Business Ethics, 9(3), 233-242.

Treviňo, L.K., and Brown, M.E. (2004). Managing to be ethical: debunking five business ethics myths. Academy of Management Executive, 18(2), 69-81.

Valentine, S., and Barnett, T. (2003). Ethics code awareness, perceived ethical values, and organizational commitment. Journal of Personal Selling & Sales Management, 23(4), 359-367.

Vitell, S.J., and Singhapakdi, A. (2008). The role of ethics institutionalization in influencing organizational commitment, job Satisfaction, and esprit de corps. Journal of Business Ethics, 81(2), 343-353.

Weaver, G.R., and Treviňo, L.K. (2001). The role of human resources in ethics/compliance management. A fairness perspective. Human Resource Management Review, 11(1), 113-134.

Weber, J. (1993). Institutionalizing ethics into business organizations: a model and research agenda. Business Ethics Quarterly, 3(4), 419-436.

Downloads

Published

2018-03-31

How to Cite

ROMANELLI, M. (2018). Organizations and People for Sustainability. Management Dynamics in the Knowledge Economy, 6(1), 117–128. Retrieved from https://www.managementdynamics.ro/index.php/journal/article/view/257

Issue

Vol. 6 No. 1 (2018): Issue 19

Section

Articles

License

Under the Creative Commons Attribution-NonCommercial-NoDerivs license, the users are free to share (copy, distribute and transmit the contribution) with the condition to attribute the contribution in the manner specified by the author or licensor. They may not alter, transform, or build upon this work.