This volume answers calls for improving sustainability and sustainable development in organizations from a psychological point of view. It offers a range of perspectives on the current research in the psychology of sustainability and sustainable development to highlight effective ways of improving well-being and healthy sustainable development in organizations. Section 1 introduces the concept of the psychology of sustainability and sustainable development as well as macro topics of related issues in organizations. Section 2 focuses on themes traditionally recognized in organizational psychology literature, such as performance, negotiation, leadership, resistance to change, innovation, and digital transformation. Section 3 presents variables to enhance sustainability and sustainable development in organizations and considers levels of prevention. Topics include humor awareness as a primary prevention resource in organizations, intrapreneurial self-capital as an individual preventative strength, compassion within organizations, perfectionism as an inhibitor in organizational contexts, and job crafting from individual to collaborative to organizational, meaningfulness and sustainable careers. With a clear psychological focus on the topic of leading sustainability efforts, this book will be of great interest to students and academics who want to learn more about corporate sustainability. It is also a useful resource for business executives, team leaders and managers.

This book analyzes key findings and developments of psychology for sustainable development. The starting point is a discussion of the established literature of environmental psychology in regards to which factors influence environment-related behavior. Afterwards, the author discusses strategies and interventions that can promote sustainable behavior. It is very important that in order to increase the effectiveness of environmental psychological interventions, these must be first contextualized socially. Furthermore, interventions that aim to bring about a socio-ecological transformation should also focus on the goal of subjective well-being. Overall, the findings of environmental psychology are brought together with theories from positive psychology and the approach of psychological resources from positive psychology and the approach of psychological resources from health psychology to answer the question: How can the socio-ecological transformation of a consumer society be supported by an inner transformation of human beings. An answer to this question is provided by the promotion of six psychological resources for sustainable lifestyles: mindfulness, capacity for pleasure, self-acceptance, self-efficacy, construction of meaning and solidarity can both promote individual well-being and increase motivation for sustainable behavior.

ISC 2022 is dedicated to the Niti Aayog policies to promote sustainability through exchange of ideas emerging out of the academia. The ISC is an annual conference that is held in virtual mode until COVID restrictions on travel exist. The vision of the conference is to capacitate Academia with the necessary ideas that provide insights of the grassroot level development to various stakeholders of the Niti-Aayog policies. Towards this goal, the conference creates a conjunction of various stakeholders of Niti-Aayog policies that include- academic institutions, government bodies, policy makers and industry. The ISC organizers make concerted efforts to promote academic research that would technological, scientific, management & business practices, and insights into policy merits & disruptions. The framework of exchange of ideas is geared towards adoption of deep technologies, fundamental sciences & engineering, energy research, energy policies, advances in medicine & related case studies. This framework enables the round table discussions between the academia, industry and policy makers through its range of plenary and keynote speakers.

The book presents high-quality research papers presented at the 2nd American University in the Emirates International research conference, AUEIRC'18, organized by the American University in the Emirates, Dubai, held on November 13th-15th, 2018. The book is broadly divided into four sections: Sustainability and Smart Technology, Sustainability and Social Responsibility, Sustainability, Human Security and Legislation, Sustainability and Education. The topics covered under these sections are sustainable smart technology such as developing green curriculum for information technology, use ultrasonic velocity to predict quality of wheat, improve security features for visa system, factors affecting the cost of production of electricity and desalination plants, impact of smart traffic sensing in smart cities, smart healthcare system, simulation of Grey wolf optimization algorithm in painting digital forensics. The topics covered for sustainability and creative industries such as sustainable concrete production, multimedia applications in digital transformation art, integrating biomimicry principles in sustainable architecture. Sustainability, human security and legislation covered topics of urban performance and sustainable environment, Eco-certification as response on climate change, the criminal offence of tax evasion in law: case study, skills engineering in sustainable counter defense against Cyber extremism, the international law and challenges of trans-boundary water resources governance, the legal status of nuclear energy: case study, sustainable energy development and nuclear energy legislation in UAE, corruption specific safety challenge, environmental management and sustainability, sustainable farming models for desert agro-ecosystems, future directions of climate change, earth and built environment towards new concept of sustainability, institution building from emotional intelligence perspective, virtue ethics, technology and sustainability, the role of humor in a sustainable education, HEIs practices and strategic decisions toward planning for sustainable education programs, TQM in higher education for sustainable future. The papers in this book present high-quality original research work, findings and practical development experiences.

This book explores a new area of psychology of sustainability and sustainable development with specific focus on organizations, and introduces a range of advanced perspectives for healthy business, harmonization and decent work. Split into two parts, the first half presents cross-cultural contributions that study in depth the benefits and drawbacks of sustainability, while the second half discusses theoretical approaches and empirical research that offer new prospects for innovation in prevention science. Gathering research from leading scholars and researchers from around the globe, this book offers an essential reference guide that will benefit researchers, professionals, students, and policy makers interested in promoting better business harmony and sustainability.

The labor market is evolving very rapidly in recent years, in Europe and worldwide. The fast and deep changes brought a brand-new context of challenges and occupational risks to the attention of stakeholders. The current global financial crisis has increased the economic pressures on companies and they in turn have intensified the effects on employees, particularly in terms of new competition contexts and a lot of stress and mental health issues. Concurrently, social, political, and environmental problems generate under-employment, over-qualification, over-education, low wages for skilled workers, and unmet demand for education. Consequently, both high skilled and low skilled immigrant workers are increasing. In addition, workplaces are continually changing in step with the introduction of new technologies, materials, and work processes, together with the changes in the labor market, the new forms of employment, and the new work organizations. These changes lead to new opportunities for employees and employers – but also to new risks or re-actualization of old organizational risks. According to the EU-OSHA, the key points that describe the evolution that is currently ongoing in the world of work are globalization, the technical innovation, and the aging population. On one hand, some older potential risks are reappearing in organizations: intensive fear and worries, organizational anxiety, boredom, physical violence, alienation, segregation, loneliness, and isolation. On the other hand, re-emerging perceived organizational features seem vital for organizations and more important today than ever. Central constructs in the study of organizational behavior and organizational health such as perceived organizational support, commitment in organizational context, socialization processes, change capacity of organizations, perceived organizational justice, ergonomics, and motivation, nowadays seem increasingly important and renewed.

Business in the 21st Century provides a valuable framework for scholars, managers, leaders and business stakeholders to help navigate the incorporation of SDGs into the business world, shape strategy, improve practices and create a better business future.

What are the cyber vulnerabilities in supply chain management? How can firms manage cyber risk and cyber security challenges in procurement, manufacturing, and logistics?Today it is clear that supply chain is often the core area of a firm's cyber security vulnerability, and its first line of defense. This book brings together several experts from both industry and academia to shine light on this problem, and advocate solutions for firms operating in this new technological landscape.Specific topics addressed in this book include: defining the world of cyber space, understanding the connection between supply chain management and cyber security, the implications of cyber security and supply chain risk management, the 'human factor' in supply chain cyber security, the executive view of cyber security, cyber security considerations in procurement, logistics, and manufacturing among other areas.

Emotion management is an important source of social capital and synergy for organizations. Managers have a great role in the creation of this synergy. A manager who can cope with their emotions indirectly contributes to organizational effectiveness. This situation is especially important in human-oriented organizations providing services rather than goods, such as educational institutions. Leadership is a process of social influence, which maximizes the efforts of others towards the achievement of a goal. Leadership stems from social influence rather than authority or power. In terms of system approach, the input, output, process, and feedback of educational organizations are always related to human behaviors. Therefore, organizations must address the nature of human beings in all of their managerial processes. Although organizations, in which people are at the foreground, try to continue their functioning on a rational and formal basis throughout the managerial process, they sometimes have to manage emotional and informal phenomena. In this case, there is a need for managers and school leaders who can shape the rationale in line with the requirements of human nature. What is expected from this administrator is that they do not ignore human needs and emotions while providing the management of educational institutions. For this reason, these managers should be "leaders" rather than "executives" who only work in a formal framework of organization management. Moreover, principals and teachers should also be leaders in all educational processes. Emotions are the main catalyst of positive organizational culture. Leaders can create an effective organizational culture with the main source of positive emotions between employers. Positive emotions also motivate employees for organizational purposes. If a leader wishes to create and maintain an effective organizational culture, it is essential to support positive behavior and emotional climate in their institutes and schools. Leaders-school-managers and teachers, therefore, need to develop emotion management abilities. Educational organizations need to shape their organizational culture, climate, and psychology to support their leaders in efficiently managing their employees’ emotions. Up to now, this topic has been usually addressed as the main catalyst and a sub-dimension of emotional intelligence. Moreover, current evidence classifies social and empathy skills as other sub-dimensions of emotional intelligence. For this reason, this collection of peer-reviewed articles will draw attention to the contemporary term "emotional management" and contribute to educational fields by means of exploring the relationship between emotions and leadership.