This article theorizes and empirically tests the relationship between employee perceptions of human resource practices and their propensity to adopt sustainable behavior (SB) to support organizational change for sustainability. Informed by the literature on corporate greening and organizational behaviour, we developed a structural equation model that links frontline employee perceptions of internal sustainability orientation, supervisory support, training and reward systems to their propensity to adopt in‐role and extra‐role SB. Furthermore, we investigated the mediating role of “affective commitment to change” with regard to the relationships between human resource practices and SB. Our results show that when sustainability is valued and promoted by the organization and line managers, employees are more likely to internalize and make sense of sustainability, which is subsequently reflected in a higher commitment to adopt SB. Although we also expected that training and rewards would strengthen commitment and willingness to adopt in‐role and extra‐role SB, rewards appeared to have no effect, and training affected willingness to adopt in‐role sustainable behaviour only when mediated by affective commitment. These results provide scholars of corporate sustainability and managers with evidence‐based insights on how to design HR practices and strategies to enhance employees' commitment and behaviour supporting organizational change for sustainability.

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This paper explores which are the drivers and their interactions that can lead organizations to adopt radical sustainable innovation (SI) in unfavorable contexts. We identify external and internal drivers of SI adoption, and we conceptualize sustainable intrapreneurship as an additional driver. We report and discuss the findings from a case study in the water sector based on interviews and secondary data collected among eleven water utilities in Israel, Italy, and Spain. We provide new insights on how interactions between external and internal drivers can generate dynamic cycles that gradually shift utilities from a reactive to an embedding and system change approach in adopting SI. Within this process, networks and sustainable intrapreneurship act as interactive drivers that catalyze internal and external drivers.The study links testable propositions in a conceptual model describing the dynamics triggering SI adoption and argues for the relevance of sustainable intrapreneurship for addressing the systemic nature, complexity, and ambiguity of SI adoption.

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