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The purpose of this paper is to propose a conceptual model of harm indicators of negative externality (NE) of organizational practices, to help practitioners and researchers identify the harmful aspects associated with the unsustainable internal efficiency focused organizational practices to achieve a sustainable society.

Initially, the harm indicators of NE of organizational practices are theoretically explored. Subsequently, the direct costs associated with the harm indicators of NE of work intensification, one of the strategic organizational practices, on employees and the community are examined using published information.

There are clear indications of direct costs for handling the psychological and social aspects of harm of organizational practices on employees, and the employee work‐related health treatment costs to the community.

The published research used in estimating the direct costs of harm indicators on employees and the community in this paper are not originally designed to examine the NE of organizational practices. Therefore, future studies need to explore the costs of harm indicators of NE of organizational practices on society.

An understanding of the costs of harm indicators of NE of organizational practices on society can help organizations to be proactive to introduce sustainable human resource management strategies, so as to minimize the harmful aspects of NE before it starts curbing employees making positive contributions to their families and the community.

The model of harm indicators of NE provides a new insight – that over‐utilization of human resources for an organization's internal efficiency purpose – has unsustainable impact on society.

This paper aims to provide an empirical investigation into the mediating role of high-performance work systems (HPWS) on health harm (HH). The study also examines the negative moderated role of workplace well-being (WW) and its indirect effect on work intensification (WI) and HH. The paper highlights the implications of the HH on individuals, organizations, families and societies and recognizes the need for sustainable human resource management (HRM) practices that drive employee well-being, thereby reducing the HH. More importantly, the study extends the understanding of sustainable goals through sustainable HRM.

Data was collected using four established scales. The data collected from 324 executives were analyzed using the SPSS 25.0 Version and AMOS 21.0.

The study results confirmed that WW practices reduce the adverse effects arising out of HPWS and WI. The results proved that WI is positively related to HH, and that WW moderates the relationship between HPWS and HH such that HPWS is more positively associated with HH when the WW is low compared to when WW is high.

The data were collected from executives working in Information Technology (IT) organizations in India. The findings and the implications may not be generalized to other industries, as the data is collected from IT professionals.

The study highlights the need for organizations to develop sustainable HRM practices to minimize the HH of work. Organizations should implement well-being interventions and develop activities that promote an individual’s mental and physical well-being alongside limiting work intensity.

HRM Literature reveals the positive effect of HPWS that it engages employees to achieve a competitive advantage to the firm. However, this study examines and empirically proves the negative impact of HPWS on employee health and well-being.

This paper aims to examine two important issues in corporate social responsibility (CSR) scholarship. First, the study problematises CSR as a form of self-regulation. Second, the research explores how CSR strategies can enable firms to recognise and internalise their externalities while preserving shareholder value.

This study uses a tinged shareholder model to understand the interactions between an organisation’s CSR approach and the effect of relevant externalities on its CSR outcomes. In doing this, the case study qualitative methodology is adopted, relying on data from one Fidelity Bank, Nigeria.

By articulating a tripodal thematic model – governance of externalities in the economy, governance of externalities in the social system and governance of externalities in the environment, this paper demonstrates how an effective combination of these themes triggers the emergence of a robust CSR culture in an organisation.

This research advances the understanding of the implication of internalising externalities in the CSR literature in a relatively under-researched context – Nigeria.

The data of this study allows to present a governance model that will enable managers to focus on their overarching objective of shareholder value without the challenges of pursuing multiple and sometimes conflicting goals that typically create negative impacts to non-shareholding stakeholders.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.

The purpose of this paper is to explore psychological, social and work related health aspects of harm imposed on stakeholders, such as employees, their families and communities, by organizations while using efficiency based human resource management (HRM) practices.

The ethical issues of negative externality (NE) or harm of HRM practices are scrutinized using ethics of care for a stakeholders' perspective. Further, the conceptual framework of NE of HRM is used to analyse the psychological, social and work related health harm of one of the strategic HRM practices, work intensification, a widely used practice to improve the efficiency of employees.

It is evident from this article that NE of work intensification has become the major contributor to the psychological, social, and work related health aspects of harm on the stakeholders, and they as third parties render the costs for managing this harm.

The harm indicators and the associated costs are drawn from published research that was not conducted for the purpose of identifying the harm of the NE of HRM practices. Hence, it is suggested that it would be useful to develop a tool to measure the harmful effects of HRM practices on the stakeholders.

The analysis of NE of work intensification can help managers to be proactive in introducing sustainable HRM strategies so as to minimize the harms of NE of HRM practices.

The framework of NE of HRM provides a new insight that overutilization of human resources for maximizing an organisation's profit has an unsustainable impact on society.

This paper aims to provide multinational corporations (MNCs) with a portfolio of corporate environmental responsibility (CER) responses that help curbing the exacerbated negative environmental externalities caused by their business activities in emerging and developing economies.

This paper transposes the market-related concept of institutional voids to the context of CER, that is, to the context of exacerbated negative environmental externalities as result of absent, weak or incoherent institutions.

This paper proposes that the transfer of products, processes and business models from developed to emerging or developing economies often gives rise to exacerbated negative externalities because of institutional voids in environmental protection. Thus, it suggests a portfolio of CER responses – circumventing, coping and compensating – that allow MNCs to mitigate the exacerbated negative environmental externalities caused by them.

The authors present an analytical framework for identifying and navigating environment related institutional voids, which serves as a starting point for an action research approach. In tune with recent calls for critical performativity in critical management studies, the action research approach aims at tackling the real-life problem of exacerbated negative environmental externalities caused by MNCs’ activities in emerging and developing economies.

This paper sensitizes scholars, policymakers and managers to exacerbated negative environmental externalities within the context of international business activities in emerging and developing economies. The contribution provides stakeholders with a better understanding of the causes as well as alternative responses to the problem.

This paper transposes the market-related concept of institutional voids and the strategic responses to dealing with them to the non-market context of CER. The authors argue that institutional voids can be seen as the absence or poor functioning of formal and informal institutions for environmental protection, resulting in exacerbated negative environmental externalities.

The purpose of this paper is to develop a health harm of work scale from the sustainable HRM perspective.

A three-dimensional model was proposed for the health harm of work scale and validated (Total n=527) using a five-part study (item generation, item reduction, convergent, construct and discriminant validity).

Exploratory and confirmatory factor analyses supported that the three dimensions (restrictions for positive health, the risk factors for psychological health and the side effect harm of work) simultaneously tap into different aspects of the health harm of work construct. The results from the construct validity revealed that health harm of work as a phenomenon has manifested itself in different facets of health harm of work intensification. Finally, the discriminant validity study revealed that the overlap between the dimensions of the health harm of work scale and the dimensions of recovery experience from the work questionnaire is low and it provides support for the discriminant validity of dimensions between these two scales.

The proposed measure can be used as potential leading indicators for negative occupational health to prevent or delay the onset of work-related illness manifestation or health consequences (sick leave, absenteeism, presenteeism, etc.).

This is the first study to validate a measure of health harm of work and to provide tangible evidence of health harm of work which will subsequently trigger organizations to introduce a planned intervention to improve occupational well-being to promote sustainable HRM.

This paper’s main objective is to expand the demand-driven strategic field by developing a model where endogenization of consumers’ preferences for clean(er) products becomes the driver of the firm green corporate social responsible (GCSR) profit maximization behavior.

The model proposes that in undifferentiated markets, firms using a conventional technology manage production-related negative externalities via information asymmetries. In turn, when consumer socially responsible individuals (CnSR) discover the nature of the information asymmetries, they then reveal their preferences. The building block of the model is that CnSR derive value both from intrinsic as well as extrinsic product features, and derive negative satisfaction from the production negative externalities. In turn, CnSR preferences offer a higher willingness to pay for a combined intrinsic (private good and direct utility) and extrinsic (public good and feel good–do good utility) product.

The model demonstrates that the firm’s GCSR behavior is a technological-driven process directly affecting the extrinsic component of the product through the development of a safe technology, and exclusively targeting CnSR type of consumers. The corollary of the model is that for the firm pursuing a GCSR behavior, the development of a competitive advantage with higher firm performance leads to profit maximization when exclusively serving the GCSR segment of the market. Thus, GCSR is the result of unusual innovation efforts.

This paper presents a model that expands the field of strategic management through the demand-driven incorporation and respective modeling. To the best of the author’s knowledge, this is the first model to explicitly develop this relationship in this format.

The purpose of this paper is to explore the harmful effects of negative externality at both national and firm level by identifying practices that impact Malaysian Chinese ' s well-being in the form of work-life imbalance.

This paper adopts an emic approach using phenomenological enquiry to investigate what factors influence and shape work-life balance experience of Malaysian Chinese working adults. Emic approach, which takes into account elements that are indigenous to a particular culture, is useful to explore the uniqueness of the Malaysian context. Semi-structured interviews with six Malaysian Chinese working adults were conducted to understand their experience of work-life balance in the Malaysian Chinese context.

The findings highlight how contextual elements in the macro-environment (such as government legislation and policy, societal values, and practices) and the firm environment (owner and leadership values, superiors’ attitude) come together to shape the overall experience of work-life balance among Chinese Malaysians. The findings show that current work-life practices in Malaysia fall short in a number of ways, which ultimately leads to an unsustainable human resource position for Malaysian firms.

From a practical perspective the paper highlights the need to focus on employees’ work-life balance as a means to create sustainable and productive workplaces.

Given that the concept of work-life balance is grounded in western literature, it is important to explore the nature and relevance work-life balance in sustaining human resources in nonwestern, especially less developed business settings. Findings of this study contribute to the work-life literature by exploring the work-life balance experience in Malaysia through emic approach using a phenomenological lens. The findings identify a shortfall in sustainable people management arising through the interplay of unique negative externality multi-level contextual factors.