• Energy Research

Some of the frequently used buzz words in the corporate sector include green leadership, green human resource management, green employee engagement and green work-life balance. The intention of this article is to identify and examine the logical reasons that govern “green work-life balance” or, in simple terms, “greenwashing” work-life balance. The paper also aims at providing a comprehensive conceptualization of work-life balance, while thoroughly examining the components of measuring the construct. Based on a cross-sectional study in the banking industry with a sample of 170 managerial employees, this study analyzes the impact of work-life balance on employee job performance mediated by employee engagement. Results support the assumed relationship between work-life balance and employee job performance embedded in employee engagement. The theoretical contribution of this study concerns the application of role behavior theory to describe the mechanisms shaping the relationship between work-life balance and job performance through employee engagement. The practical implications of the paper include recommendations for improving job performance by enhancing the work-life balance and strengthening employee engagement.

The purpose of this research is to analyze the role of organizational culture in fostering green practices in the workplace while investigating the mediating role of intrinsic motivation in the context of energy conservation. Based on a cross-sectional quantitative study with a sample of 203 employees from the manufacturing sector, the hypothesized relationships were verified. Based on the mediation analysis, statistical analyses revealed positive relationships between organizational culture and green workplace practices, as well as organizational culture and intrinsic motivation. Additionally, the study found that intrinsic motivation mediates the relationship between organizational culture and green workplace practices. This study supported the importance of organizational culture in enhancing green workplace practices aimed at conserving energy and natural resources. The underlying mechanism behind the significant positive effect of intrinsic motivation on proenvironmental behavior in the workplace was also identified. The research demonstrates the importance of an organizational culture to reinforce green practices in the workplace. Furthermore, based on the used models, this study illustrates the importance of each organizational culture dimension: leadership, sense of community, communication, collaboration, and structure in promoting green behavior. Additionally, the research suggests a key role of intrinsic motivation in this relationship. This study provides valuable guidance for the implementation of specific environmental measures in companies.

Innovation fosters sustainable management and allows managers to achieve a competitive advantage. Understanding the mechanisms that explain innovation’s antecedents provides an important contribution to theory and practice. The purpose of this study was to assess the importance of human resources (HR) practices in developing trust-based cooperation, which facilitates organizational innovation. Using the foundation of the Shea and Guzzo model, the roles of HR mechanisms were investigated. This study analyzes how effective cooperation can increase innovation and how certain HR practices can help to nurture a trust-based work environment. The conceptual model was developed by drawing on social exchange theory (SET). An empirical analysis of the results of a survey conducted on telecommunications companies (n = 175) aimed to verify the conceptual model. Structural equation modeling was used to assess the data. The findings indicated that competency development opportunities, team interdependence, and group rewards were the most significant determinants of interpersonal trust. As a consequence, a trust-based team generates effective cooperation, and as a result organizational innovation is strengthened. This study was based on large-scale survey data and provides a comprehensive outlook on how to promote organizational innovation through HR practices. This is the first study linking HR practices with trust, collaboration, and innovation.

The purpose of this paper is to determine if there are links between interpersonal trust and competences, relations, and cooperation in Polish telecommunications companies. It examines which factors affect trust in co-workers and managers in sustainable organizations. The paper surveys a sample of 175 employees of telecommunications companies in Poland by means of a questionnaire. The results indicate that competences, relations, and cooperation are related to interpersonal trust. Regression analysis showed that competences and relations predict a significant variance in trust amongst co-workers. Additionally, cooperation contributes to prediction of trust in mangers. Given the importance of trust in sustainable organizations, better comprehension of which factors are related to team confidence provides valuable information for stakeholders and about how to improve interpersonal trust in sustainable organizations.