This chapter analyzes the implications that the organizational environmental management and green transformational leadership have between them and with the green organizational innovation aimed to achieve sustainable development. It departs from the assumption that green organizations have implemented environmental management and green innovation enhanced by green transformational leadership to achieve organizational sustainable competitive advantage. The method employed is the analytic-reflective based on the review of the theoretical and empirical literature. It is concluded that the environmental management issues guided by a green transformational leadership are related to organizational sustainable development encouraging organizations to act in favor of greening organizations, green consumers, and achieving a sustainable competitive advantage with the Sustainable Development Goals (SDGs).
TopIntroduction
The implementation of the organizational greening scheme is a strong commitment to employee engagement and raises awareness of environmental initiatives to improve environmental sustainability performance. There is a research gap on green practices in industries and on the relationship between environmental management and organizational performance (Poon et.al., 2000, Amores et. al., 2014). Environmental awareness and protection are integrated into green management. The organizational model greening involves intertwined phases of awareness of change through rational schemes and reinforcing identity formation, establishing a management agenda, and recognizing concerns of environmentally sustainable organizational models and addressing concerns.
Green human resources have the main objective to promote functions and actions awareness of organizational environmental management, motivating and developing a sense of pride of employees for participation on a green program. Green human development and training activities create awareness of environmental management value supporting the organizations to establish an eco-friendly management aimed to enhance sustainability
Organizations perform green and environmental management innovation. The environmental awareness and behavior of leaders encourage to their followers, according to the social learning theory, green innovation practices beneficial to the organization performance. Drawing on the social learning theory, organizational environmental leadership influences organizational performance as mediating role of green innovation practices and activities. Green innovation action has a mediating effect of environmental leadership on a firm’s financial performance.
Organizational green innovation action has mediation effects of environmental leadership on the organizational environmental performance. Organizational environmental leadership has various environmental benefits influencing green organization identity, playing a crucial role in promoting organizational sustainable development and improving green innovation performance (Greenwood et al. 2012; Pan and Tian 2017). The mediating effect of green innovation actions on environmental leadership and performance have an impact on organizational performance. In achieving these concerns, environmental leadership behaviors motivate followers to adopt green practices and achieve environmental and sustainable development
The engagement of stakeholder´s in bringing about an organizational greening reform requires organizational psychological and social capital for a transformative ability towards creating and developing organizational greening model aimed to combat the negative environmental issues and promote environmental sustainability (Çop, Olorunsola, Alola, 2021). Green engagement and responsibility of the workforce is the result of alignment and integration of green activities into the environmental management as organizational strategy (Hanna, Rocky Newman, & Johnson, 2000; Robertson & Barling, 2013) employee training and developing green leadership (Egri & Herman, 2000; Robertson & Barling, 2013, Teixeira et al., 2012),) and development of a supportive culture (Kitazawa & Sarkis, 2000; Stone, 2000).
Organizational model greening achievements result of commercialization of green innovations although they are far away from the desired environmental performance (Lampikoski, 2012; Anderson, 2009). Green innovation practices are relevant to organizational performance and is essential the acceptance of green organizations by leadership which emphasizes environmental sustainability (Daily et al., 2009). Organizational environmental leadership enhances green innovation practices aimed to boost the overall organizational performance.
Environmental knowledge learning has a moderating effect on environmental leadership and green innovation practice. Green innovation practices bridge organizational environmental leadership and organizational performance. Organizational environmental leadership influence new technology, designing and production, quality management, supplier management products, green image, market share, and so forth.