Embedding Sustainability in Organizations through Climate, Culture and Leadership

Organizational health helps companies achieve their goals, gain a competitive edge, and boost employee engagement and well-being by determining a company’s ability to establish, communicate, and implement a unified business strategy while retaining highly engaged employees. The current study aimed to develop and validate an original two-subscale measure that evaluates organizational health behavior determinants, including a quantitative 5-point Likert-type “Subscale A” of 16 items in 5 dimensions (awareness, appreciation, relations, employee engagement, and internal communication) and a qualitative “Subscale B” of 10 items in 3 dimensions (employee persona, organizational culture, and employee voice) called the Organization Health Behavior Index (OHBI). The combination of the two methodologies enhances the study’s credibility, validity, and applicability, as well as its contribution to the field of organizational health behavior research. Furthermore, the study included three sample groups and a sample of 3510 respondents from five sectors in the Kingdom of Saudi Arabia: agriculture, education, government, health, and logistics. This research includes various stages in the development and evaluation of the psychometric properties of the OHBI. These stages include conducting reliability analysis, performing exploratory and confirmatory factor analyses, and finalizing the scale. The model’s fit indices, such as the chi-squared test, comparative fit index (CFI), Tucker–Lewis index (TLI), root mean square error of approximation (RMSEA), and standardized root mean square residual (SRMR), collectively demonstrated a favorable fit for the model. The findings presented in this study offer support for the reliability and validity of the OHBI scale. The OHBI scale comprehensively encompasses the necessary psychometric properties related to its construction and validation, thereby establishing its validity and reliability as a robust measure of organizational health behavior. The OHBI can help create an environment at work that boosts productivity, engagement, and retention. Organizations can compare their health behavior ratings to industry standards or best practices using the index. Full article

This paper uses the IBE Ethics at Work 2018 survey to explore employees’ ethical reasoning and examine gender and age differences across 12 countries. Debates about gender and ethics have been intense since Kohlberg’s theory of moral development, with feminist critiques from Gilligan and others advocating the different voice of women, while the recent arrival of Millennials in the workplace has raised new questions about age/generational differences and ethics. The findings in this study suggest that women and older workers have stronger ethical judgments in the workplace than men and younger workers. These gender and age differences, both among employees and managers, are consistent across countries. This study shows that individual characteristics are important for employees’ ethical reasoning, which affects their ability to make ethical decisions and act ethically. Business ethics research should therefore take greater account of differences between (groups of) employees and their learning needs when examining the effectiveness of ethics policies and instruments, while organizations can improve employee ethical reasoning by adopting diversity-based training programs and ethical leadership. Full article

This paper explores the holistic context of workforce retention. The global labour shortages in developed countries have made employers realise that in a world of scarce resources, employee wellbeing and retention are key factors in competitiveness. The aim of the research is to create a model to identify the key determinants of employee well-being and workforce retention. A quantitative research methodology was applied, using a questionnaire with 58 validated statements, completed online by the research participants (n = 406). The PLS-SEM method was used for data analysis and inner and outer modelling. The measurement model was tested for internal consistency reliability and convergent and discriminant validity. Cronbach’s α and CR values were above the 0.7 threshold for all constructions, indicating high internal consistency of measurements. In our model, there are a total of 36 significant relationships between latent variables. Based on the research results, the effect of organizational commitment on the intention to quit was determined. If the organizational commitment within an organization changes, the intention to resign changes. Thus, critical variables affecting workforce retention (benefits, promotion, communication, nature of work, coworkers, and normative commitment) have been identified, the changing of which will affect organizational commitment. The results support that if employees perceive these factors negatively, their commitment will drastically decrease. Full article