The present paper seeks to focus on the processes involved in the knowledge transfer of CSR and sustainability programs and theorises about a conceptual framework that addresses three aspects of such a knowledge transfer process: the “thinking”, the “doing” and the “being”.
The paper is a theoretical interdisciplinary study, which combines insights from the theory of knowledge transfer within the application domain of CSR and sustainability, and looks into the ways the above impact aspects of diversity, career identity and career development of professionals in this field.
HRM issues such as new competencies and differing approaches to career development options, talent retention and management, and a change of the notion of employment contract need to develop to successfully support the transfer of knowledge in terms of professionals in the domain of CSR and sustainability.
Future directions and implications of this research include furthering the understanding of career identities and their development in the milieu of globally mobile knowledge workers in the field of CSR and sustainability knowledge transfer and identifying relevant and necessary tools for HR management and stakeholder engagement in this field.
The establishment of career pathways and new career identities is an increasingly significant challenge in the workplaces of the twenty‐first century, and CSR/sustainability knowledge transfer processes highlight that.
The paper contributes an innovative angle to the topic of knowledge transfer in the area of CSR and sustainability, whilst also highlighting the importance of the role of knowledge workers with global mobility in this process, including their perceptions of career identities and development.
Nicolopoulou, K. (2011), "Towards a theoretical framework for knowledge transfer in the field of CSR and sustainability", Equality, Diversity and Inclusion, Vol. 30 No. 6, pp. 524-538. https://doi.org/10.1108/02610151111157738
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