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Growing environmental challenge awareness among consumers is today's business reality that pushes for sustainable product development. Governments, industries, and consumers' attention are significantly moved from traditional products to eco-friendly product development. Green product development is the future for manufacturing businesses' survival in most markets. Green product development is an emerging phenomenon and, unfortunately, lacks theoretical and empirical research regarding effective organizational policies and practices for green product development. This study aims at filling research gaps towards green product development by highlighting green employee aspects influenced by leadership for sustainable business growth. The study hypothesized relations between the green effect of transformational leadership on green product development as an outcome through green behaviour, green climate, and green innovative creativity. Data was collected from small and medium enterprises (SMEs) of Karachi through a self-administered survey questionnaire. Results revealed significant support for hypothesized relations through the partial least square statistical tool. This study contributes theoretical and empirical advancement in past literature wherein leadership style influences employee behaviour that leads to predict product development from an environmental perspective. Study inferences suggest for visionary green leadership style for sustainable business growth. Limitations of this study regarding other variable inclusiveness, sampling, and geography are potential extensions for further scholarly investigation.

What makes employees feel well within an organization? The aim of the present chapter is to start from a paradigm that emphasizes human relationality, affectivity, and intersubjective systems, and accordingly focuses on how well-being is emerging from contextual interrelations between employees. Applying this perspective to a qualitative study of nurses in a nursing home, I came to see the work community as a well-being-generating system in which the well-being of individual members is constructed together as an ongoing social accomplishment. In addition, I identified four systemic processes within the work community that greatly influence the well-being-generating capacity of the system.

In this chapter we argue for further research that examines the role of the individual in addressing environmental issues. We review current research that examines emotionality as it relates to issues of the natural environment and identify disparate findings in the literature. In order to integrate findings from environmental psychology and management we draw on the theories of issue ownership, and organizational identification as a frame with which to examine emotionality and pro-environmental behavior in organizations. In doing so, we put forward a conceptual model and testable propositions as a basis for future research.

This chapter reports and discusses an empirical study that examines the sustainability practices and strategies of NZ companies. The empirical work for this study was carried out in NZ (Auckland, Wellington, and Waikato) between January and December 2009. There were visits to head offices and regional offices of 15 companies comprising large national and multinational companies (MNCs) operating in NZ. Companies were chosen from different industries including aviation, chemicals, energy and power, financial institutions (banks), pharmaceuticals, retail, and telecommunications.

We studied two eco-entrepreneurial companies to determine whether they had an internal focus on environmental protection. To answer this question, we surveyed employees to understand their predisposition toward the natural environment as well as their willingness to propose eco-initiatives aimed at improving the company's environmental performance and/or reducing its environmental impacts. We report our findings for these two case studies, and using our small sample of employee data, develop a conceptual model for the eco-entrepreneurial context. We suggest future research.

We study ceremonial adoption of voluntary standards, where participants adopt the standard in principle but do not change their practices. Ceremonial adoption can benefit individual participants, who may be able to reap the benefits of association with the standard at lower cost, but it can be problematic for overall levels of adoption. We conceive of ceremonial adoption as an interaction between strategic incentives of participants and social ties to their audiences, such that not all participants are likely to ceremonially adopt. Our setting is the Leadership in Energy and Environmental Design (LEED) certification for sustainable construction. We study the conditions under which projects register for LEED certification, allowing them to claim affiliation with LEED, but then do not actually finish certification. While our data are correlational in nature, our results suggest that studying the competition for audience members (in our case, occupants) can provide greater understanding of certification behavior as well as overall levels of adoption. Our findings have implications for organizations that design and maintain voluntary standards and for organization theorists who wish to understand field-level change. Thus, we provide more evidence that strategy and organizational theory interact in important and often unexamined ways.

This chapter reviews findings from the literature on the use of cohort programs in personnel preparation programs. Twenty-four investigations examining cohorts in higher education were identified: fourteen studies examined elementary, middle, or secondary education programs; seven studies described special education programs; and three described educational leadership cohort programs. Findings support the use of cohorts across special education, general education, and educational leadership personnel preparation programs. Reported positive benefits included social-emotional support, improved collaboration, communication, academic support, and reduced attrition. However, several studies also revealed unintended negative consequences. Such unintended consequences included negative interpersonal conflicts, development of cliques, and conflicts between students and faculty. Findings are discussed for future research and practice.

Is eco-entrepreneurship (the provision of new products, processes, services with environmental benefits) different from standard entrepreneurship, where the emphasis is on the provision of private goods, processes, and services? In some sense, it must be because of the nature of the public goods outcome. There will be measurement and enforcement problems in eco-entrepreneurship that exceed those found for more standard new ventures. It is for these reasons government is normally associated with the provision of public goods. At the same time, however, society is increasingly turning to private individuals to respond to growing demands for environmental improvement. Private entrepreneurs are seen as reacting more quickly, more completely, and more precisely to environmental concerns. New technology, on which many environmental benefits are linked, typically requires private entrepreneurs to engage in discovery, development, and delivery. Business plans are prepared and presented to venture capitalists and other investors seeking to capture the private returns from these new ventures that also provide critical public goods. Yet, eco-entrepreneurship is not well understood regarding its motives, returns, products, services, organization, and property rights.

Findings are presented from a cohort program between a university and local school districts to prepare special-education personnel. Participants (N=164), who were from 15 different cohorts, responded to an online survey. Follow-up face-to-face interviews were conducted with a representative sample of 29 participants. Perceived benefits included improved social-emotional and academic support; improved pedagogical skills, including academic and behavioral strategies, collaboration, and feeling more acculturated to the school climate; and improved logistical and financial supports. Implications for use of cohorts in the preparation of special-education personnel are discussed.

All major contracts in social life, including the work contract, are based on the principle of reciprocity. A fair balance between the costs invested in cooperative activities and the gains received in turn is a prerequisite of a trustful social exchange and individual well being. Conversely, failed reciprocity in terms of high cost and low gain elicits strong negative emotions and associated stress responses. The model of effort-reward imbalance has been developed to identify conditions of failed reciprocity in social contracts, with a particular focus on work, and to predict reduced well being and increased illness susceptibility as a consequence of this exposure. This chapter describes the theoretical foundation of this model and its measurement. Moreover it summarizes empirical evidence on adverse effects on health derived from epidemiological and laboratory investigations. Finally, some policy implications of this new evidence are discussed.