Multilevel Framework for Sustainability in Organizational Behavior
Bridging macro-level corporate sustainability commitments with micro-level employee experiences and management processes.
1Redefining Organizational Sustainability
Sustainability is defined as the ongoing process of balancing social, economic, and environmental objectives to create long-term stakeholder value. Organizations currently face significant uncertainty across these three domains. This editorial argues that sustainability must move beyond abstract commitments to integrate the lived experiences of people working within organizational structures daily.
2Limitations of Macro-Level Research
Existing literature frequently prioritizes macro-level indicators like corporate social responsibility and ESG initiatives. While these frameworks provide high-level guidance, they often overlook the internal social processes that drive change. This collection addresses the gap by examining how formal commitments are actually interpreted and enacted by individuals across different organizational levels.
3The Multilevel Analytical Framework
The research introduces a multilevel perspective that connects macro, meso, and micro dynamics within the workplace. By analyzing interactions between these layers, scholars can better understand how sustainability goals permeate an organization. This approach moves away from top-down mandates, focusing instead on the complex interplay between leadership strategy and employee behavior.
4Synthesis of Longitudinal Research
Drawing on articles published in the Journal of Management Studies between 2010 and 2026, the collection identifies four distinct research clusters. These clusters demonstrate how formal sustainability policies are shaped by individual experiences. The analysis highlights that sustainability is not a static policy but a dynamic process influenced by social interactions.
5Central Role of People Management
People management processes are identified as the primary mechanism for translating sustainability goals into tangible organizational action. HRM practices serve as the bridge between corporate intent and employee execution. Without effective management of human capital, even the most ambitious sustainability commitments fail to achieve meaningful impact or long-term operational success.
6Top-Down and Bottom-Up Interaction
The framework emphasizes that sustainability is shaped by both top-down directives and bottom-up employee initiatives. Successful organizations facilitate a dialogue where leadership goals align with individual motivations. This bidirectional flow ensures that sustainability is embedded in the organizational culture rather than existing as a peripheral, disconnected corporate reporting requirement.
7Future Research Directions
Future studies should focus on the specific mechanisms that allow sustainability to function as a multilevel process. Researchers are encouraged to explore how individual agency influences organizational outcomes over time. Investigating these interactions will provide a clearer understanding of how firms can navigate social and environmental uncertainty through human-centric strategies.
8Implications for Organizational Practice
The integration of person-centered perspectives is essential for modern organizational success. By recognizing the role of individual employees in sustainability, firms can improve the translation of strategy into practice. This multilevel approach offers a robust foundation for HR professionals and scholars to build more resilient, value-driven, and sustainable organizations.