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首页> 外文期刊>Journal of organizational behavior >Fifty shades of green: How microfoundations of sustainability dynamic capabilities vary across organizational contexts
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Fifty shades of green: How microfoundations of sustainability dynamic capabilities vary across organizational contexts

机译：五十道绿色阴影：可持续发展动态能力的微观基础在组织环境中如何变化

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摘要

Because making progress on sustainability-related challenges will require organizational change for most organizations, understanding sustainability dynamic capabilities is of utmost importance. In this theoretical paper, we aim to identify the microfoundations of such sustainability dynamic capabilities on the one hand but, consistent with recent work in this research stream, we do so in a way that is sensitive to the dynamism of the organizational environment. We propose that the microfoundations of sustainability dynamic capabilities will take different forms in different contexts. We contrast moderately dynamic contexts characterized by frequent yet relatively predictable change with highly dynamic contexts in which changes are rapid and not predictable. Achieving sustainability in these different types of contexts poses different types of challenges, relies on different forms of employee behaviors, and is consequently enabled by different individual-level characteristics and different organizational practices and processes. Our paper calls for a more serious consideration of context in investigating how employees' behaviors can affect sustainability at the organizational level, and outlines the implications for organizational policy and practice. We explore directions for future interdisciplinary research on sustainability that focuses on individuals and their interactions while also taking the environment within which organizations operate into account.
机译：因为要在与可持续性相关的挑战方面取得进展，对于大多数组织来说都需要改变组织，所以了解可持续发展的动态能力至关重要。在这篇理论论文中，我们一方面旨在确定这种可持续性动态能力的微观基础，但是，与本研究流中的最新工作一致，我们这样做的方式对组织环境的动态性很敏感。我们建议，可持续发展动态能力的微观基础将在不同背景下采取不同形式。我们将以频繁但相对可预测的变化为特征的适度动态环境与变化迅速且不可预测的高度动态环境进行对比。在这些不同类型的环境中实现可持续性会带来不同类型的挑战，依赖于不同形式的员工行为，因此会因不同的个人级别特征以及不同的组织实践和流程而受到支持。我们的论文呼吁在调查员工的行为如何影响组织层面的可持续性时，需要更认真地考虑背景，并概述对组织政策和实践的影响。我们探索了关于可持续性的未来跨学科研究的方向，该研究着眼于个人及其相互作用，同时也考虑了组织运作所处的环境。

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