Green Organizational Culture: A Review of Literature and Future Research Agenda

Abstract

Due to climatic changes across the globe, alignment of processes and products according to international environment standards is a rising concern for business stakeholders. Though this reform process to minimize environmental impact is occurring across different industries and countries but at a varying pace. Therefore, environmental management is still naïve and often compromised. If it is left unaddressed, it would lead to massive protests and social movements in future which will be messy to deal with, since climate change is occurring at an alarming pace. Moreover, the environmental consciousness is rising among masses, it is inevitable to deceive stakeholders for long time in this information era where controlling information is impossible. Corporate scandals and information/data leaks regarding greenwashing can lead to social protests and corporate defamation. Although in most of the countries environmental reporting is not a legal requirement however it is a societal requirement in different communities. Organizations use obfuscation eco-friendly claims, vague visual imagery, selective disclosure of corporate reports, and misleading communication modes to intentionally portray false environment-friendly claims of poor environmental performance to maintain positive social image by deceiving stakeholders. These symbolic strategic practices have stark difference with the real environmental impact. human resource managers and employees play significant role in developing and implementing such environment friendly organizational culture. Therefore, human resource function can facilitate by designing systems to build green organizational culture in organizations. In this research paper the pre-existing literature on green organizational culture in organizations is be reviewed, since in the last decade many researches were conducted on this issue. This review will give a holistic view of existing literature to the future researchers and will help them to identify research gap. Moreover, it will help practitioners and decision makers in knowing the advantages and disadvantages of green culture in organizations, so that they will understand whole impact of opting it.

Linking Green Human Resource Practices and Environmental Economics Performance: The Role of Green Economic Organizational Culture and Green Psychological Climate

“…Green corporate culture is a collection of principles, icons, assumptions, and organizations, representing the commitment or willingness to be an environmentally sustainable organization. Organizational culture is characterized as "a set of common mental assumptions that direct the action and perception of an organization by identifying appropriate behavior for various circumstances [46]. Symbolism for environmental conservation and security inside a green society forms the attitudes and activities of association participants.…”

An Integrated Organisational Culture for Sustainable Environmental Performance in the Nigerian Context

“…Therefore, culture appears in all aspect of human lifestyle, and this constitutes from the highest level of the management, to the lowest of the employees in the organisation. Additionally, organisational culture can be defined as a system of a shared value of assumptions, norms, traditions, convictions, policies, and beliefs which are recognised and commonly accepted as a way of life, and interpreted by the members of the organisation, to constitute the way work processes are to be carried out within the organisation [23,24]. According to Ibidunni, & Agboola [25], as people are employed, and through interactions with clients, cultural values are imported into the organisation, which sometimes may have contradictory quality with that of the organisational values.…”

Technology and Culture in Subsistence Small Businesses

“…Organizational culture is the set of values, norms, and attitudes shared by the members of the organization and accepted as a way of carrying out the work processes within the organization [8,37,38]. The organizational culture in the SSBs is closely related to the culture of the territory as the entrepreneurs and workers are usually from that territory and are imbued with that culture [39].…”