Allen I. Kraut

Rarely are there new developments that are true “game-changers” in the fields of I-O psychology and human resource management; perhaps no more than one in a decade. But the topic of this book, making organizations “green,” tells us about one of those rare changes that is unfolding right now. Nothing could be more useful to practitioners and researchers in HRM, in I-O, and organization development than a solid understanding of this shift, as delivered in this book.

The topic, how to conduct organizational operations in ways that are environmentally friendly and sustainable, may still be new to most professionals in these fields. Its growth and development is so fresh in ideas and so powerful that it may be described as a hugely innovative, even revolutionary movement. This new way of thinking and acting marks an enormous sea change in how we deal with many issues that affect our lives daily at work and in the long term as well.

A Slow Revolution

In scope and impact, it reminds me of the U.S. Civil Rights movement in the 1960s, which seemed so extraordinary at the time. I recall that “before and after” vividly, as I began my professional life about then. The “before” included an Army stint in the state of Georgia. While Army life in Fort Benning was not structured by race, just outside the gates there was a stark and distasteful view of a racially segregated nation. Public accommodations, such as restaurants and hotels, were kept separately for so-called white and colored. So too were schools and even the restrooms in gasoline stations. It seems hard to imagine all that now.

When Civil Rights laws took effect in the mid-1960s, the “after” included huge changes in our employment practices. How we recruited, selected, trained, and rewarded employees were forever changed. Today we take for granted many practices that began to change then. (As one small example, no longer do we find “Help Wanted” notices split into “Male” and “Female” sections.)

In the coming decades, I believe we will look back at the current era as the start of one of those rare historic shifts that has major long-lasting impacts on our field. That shift is the recognition and relevance of environmental sustainability. I believe this book will be seen as a watershed event, and its content will be a touchstone for many practitioners.

Of particular interest is the diverse genesis of this movement. It is impelled by assorted sources, not just legislative, and many of them are just out of sight to everyday observers. As Susan Jackson writes in her introductory chapter, “Portrait of a Slow Revolution Toward Environmental Sustainability,” several forces have been building over the last few decades.

There has been the attention given to disastrous trends and events in air and water pollution and nuclear accidents. The impact of global climate change has also made headlines. The United Nations’ efforts and the Kyoto protocol of 1997, now ratified by 197 nations, have involved many governments. In the meantime, several international agencies have developed standards to measure and report environmental performance, and some of these standards are now being used by leading companies.

Providing Useful Tools

Our troika of editors, Susan Jackson, Deniz Ones, and Stephan Dilchert, are pioneers in their research, understanding, and writing about this new field of environmental sustainability in organizations. Their research is the product of innovative and clear thinking. Best of all, their writing is lucid, engaging, and trail-blazing.

For example, Deniz Ones and Stephan Dilchert provide us in one chapter with an original and data-based taxonomy of employee green behaviors. This model of the types of employee actions that contribute to environmental sustainability can help practitioners to think conceptually about just what employees do and can help in the measurement of such behaviors. They also expand their discussion of relevant tools in another chapter devoted to measuring environmental sustainability performance at the level of the employee, organization, or nation.

The choice of chapter contributors and use of case studies are especially valuable aspects of this volume. The chapter authors are knowledgeable and at the forefront of work in this field. For example, in one chapter we learn from the results of a recent survey of 728 human resource professionals just what their organizations are doing in green practices and how to recruit and socialize new employees, who are more apt to engage in appropriate environmental behaviors.

The chapter contributors also represent a global cast of researchers and practitioners in environmental sustainability. This is evident in the eight case studies that show how environmentally sustainable practices are being implemented in different organizations. The settings range from the U.S. to Uganda and Germany, and to the United Kingdom’s McDonald’s operation. It includes the case of Procter & Gamble’s global survey of employees’ green attitudes and behavior in eighty countries.

The environmental sustainability actions of many organizations may have once seemed merely public relations gestures or part of a morally commendable aspect of corporate social responsibility. Now such actions seem more likely to become an organizational way of life based on profit as well as principles of good governance, undergirded by law. As one contributor tells us, even the financial publisher Dow Jones has developed an environmental practices index to help assess green practices that “create shareholder value.”

As with many other environmental changes, those organizations that adapt the best and fastest will reap the greatest gains. Those firms will be able to select and train the most suitable people early, set desirable patterns of behavior, and take proper credit for it—which may be another way of saying that the needed changes will not be easy, but they are likely to be worthwhile.

In moving our fields forward, we should be most grateful to our editors, Susan, Deniz, and Stephan, for imagining and producing this wonderful volume. We are indebted to them and to their outstanding set of chapter contributors. When this book was first proposed, the Professional Practice Series Editorial Board was enthusiastic and hopeful. The board’s endorsement has been amply repaid by the final product. I believe this volume richly deserves the long shelf life I predict for it.

ALLEN I. KRAUT, Series Editor
Rye, New York
December 1, 2011

Preface

We were delighted when the Society for Industrial and Organizational Psychology (SIOP) gave us the opportunity to prepare this edited volume on environmental sustainability in organizations. As concerns about environmental degradation are becoming increasingly salient in all domains of life, businesses face increasing pressure from their stakeholders—governments, shareholders, customers, and employees—to adopt environmentally friendly policies and practices. Organizational efforts in this domain, however, typically focus on strategic questions, technological contributions, public policy linkages, or marketing considerations. Yet, employees and other organizational members are pivotal to all organizational initiatives. This volume was created to draw our attention to the growing number of workforce issues that relate to environmental sustainability.

Increasingly, industrial and organizational (I-O) psychologists and human resources practitioners are interested in the topic of environmental sustainability. Starting in 2010, a large number of SIOP sessions on the topic have attracted sizeable audiences. The 2011 day-long Theme Track at the annual SIOP conference and the 2012 SIOP Leading Edge Consortium provided further evidence that our field has recognized environmental sustainability as an important topic of scientific inquiry and applied psycholo­gical practice. At the same time, universities are increasingly offering workshops, courses, and even majors on environmental sustainability. Discussions of environmental issues are being incorporated into existing I-O psychology and HRM courses. As greater numbers of companies continue to adopt environmental goals, employees have to contribute in various ways to make sustainability in organizations a reality. I-O psychologists who work in industry as well as HR managers need to—at the very least—familiarize themselves with the issues in this domain. Moreover, we believe that “green” transformations of organizations are simply not possible without the involvement of I-O psychologists who will need to (re)define job requirements and design approaches to recruit, select, train, develop, manage, motivate, lead, and reward the future workforces of environmentally sustainable organizations.

This volume reflects diverse perspectives arising from the breadth of views and experiences represented. The contributing authors and organizations are international, from developed and emerging economies, spanning a variety of industries, and represent a mix of applied and academic backgrounds. The chapters and case studies aim to highlight the central role of employees, I-O psychologists, and human resource management in achieving environmental sustainability goals in applied organizational settings. In the field, many practitioners are already involved in the creation and implementation of initiatives with positive environmental impact. Yet, there is little empirical research, especially at the individual level of analysis, in our academic journals that documents and examines the green revolution transforming workforces and workplaces globally. This is an area in which practice is leading research.

Editing this volume was a rewarding experience for us, as it provided the opportunity to observe an evolving area within our profession and learn from the contributing authors. We are thankful for the support of several individuals. Allen Kraut, the SIOP Practice Series editor, was a strong advocate from the very beginning. His understanding of the strategic importance of HR in achieving environmental sustainability was much appreciated. Eduardo Salas, president of SIOP when this book was initiated, was also unwavering in his support of this project and related endeavors (the 2011 Theme Track and 2012 Leading Edge Consortium). Finally, we appreciated the support we received from our colleagues and students at Rutgers University, Baruch College, and the University of Minnesota.

We look forward to this book spurring future HR practice and psychological research on environmental sustainability in work settings.

Deniz S. Ones
Stephan Dilchert
Susan E. Jackson
December 2011

The Editors

Susan E. Jackson is Distinguished Professor of Human Resource Management, School of Management and Labor Relations, Rut­gers University, and Research Fellow, Lorange Institute of Business, Zürich. She earned a Ph.D. in social and organizational psychology from the University of California–Berkeley. She is a Fellow of the Society for Industrial and Organizational Psychology, the Association for Psychological Science, and the Academy of Management, where she is past president. Her recent interest in environmental sustainability is an extension of her prior research on strategic HRM, work team effectiveness, and knowledge management, which has appeared in numerous scholarly journals. She is an author/editor of several books, including Managing Human Resources (11th ed., with R. S. Schuler and S. Werner), two SIOP-sponsored volumes—Managing Knowledge for Sustained Competitive Advantage: Designing Strategies for Effective Human Resource Management (with M. A. Hitt and A. DeNisi) and Diversity in the Workplace: Human Resources Initiatives. She also manages , a website providing free resources for students, scholars, and practitioners interested in environmental sustainability and workforce management. Email:

Deniz S. Ones is the Hellervik Professor of Industrial Psychology and a Distinguished McKnight Professor at the University of Minnesota. Ones received her Ph.D. from the University of Iowa. Her research focuses on individual differences (personality, cognitive ability, job performance, counterproductive work behaviors, employee green behaviors) in work settings. She has received numerous prestigious awards for her research on individual differences in employee staffing, among them the 1998 Ernest J. McCormick Award for Distinguished Early Career Contributions from the Society for Industrial and Organizational Psychology (SIOP), as well as the 2003 Cattell Early Career Research Award from the Society for Multivariate Experimental Psychology. Ones also received the Award for Professional Con­tributions and Service to Testing from the Association of Test Publishers. She is a Fellow of the Association for Psychological Science and the American Psychological Association (Divisions 5 and 14–SIOP), for which she also chaired the Committee on Psychological Testing and Assessment (CPTA). Previously, she co-edited the best-selling, two-volume Handbook of Industrial, Work and Organizational Psychology (2001) and served as an editor-in-chief of the International Journal of Selection and Assessment and associate editor of the Journal of Personnel Psychology. Ones serves or has served on editorial boards of a dozen journals in applied and general psychology. She has also edited special issues of several journals devoted to personality variables, use of cognitive ability in employee selection, and counterproductive work behaviors. Recently, she has co-chaired the 2011 SIOP Theme Track on Environmental Sustainability and is the science co-chair of the 2012 SIOP Leading Edge Consortium on the same topic. Email:

Stephan Dilchert is an assistant professor of management at the Zicklin School of Business, Baruch College, City University of New York. He received his Ph.D. in industrial and organizational psychology from the University of Minnesota. His dissertation research on creativity was recognized with the Meredith P. Crawford Fellowship from the Human Resources Research Organization, the Best Dissertation Award from the University of Minnesota, and the S. Rains Wallace Award from the Society for Industrial and Organizational Psychology. His work has been published in the Journal of Applied Psychology, Personnel Psychology, Human Performance, and International Journal of Selection and Assessment, among others. Dilchert serves on two editorial boards, has chaired the 2011 SIOP Theme Track on Environmental Sustainability, and is the science co-chair of the 2012 SIOP Leading Edge Consortium on the same topic. He teaches human resource management on the master’s and doctoral level and an MBA course in sustainable organizational behavior. Email:

The Authors

Stefan Ambec is an INRA researcher at Toulouse School of Economics, member of LERNA, a research center in environmental economics and natural resources, and director of the master’s program in environmental and natural resources economics. He is also a visiting professor at the University of Gothenburg. He holds a Ph.D. in economics from the University of Montreal. His research focuses on the economic impact of innovations, environmental regulations, and on natural resource management. His papers have been published in various journals, including Academy of Management Perspectives, Journal of Economic Theory, Games and Economic Behavior, American Journal of Agricultural Economics, Social Choice and Welfare, and Journal of Development Economics. Email:

Serafin Bäbler holds a master’s degree in economics from the University of Zürich. He published his master’s thesis on the topic of human resource management with focus on environmental sustainability in the strategic context of a firm. He has also conducted field research with Swiss companies that are leaders in environmental sustainability. During his studies, he led several research project teams in the area of human resource man­agement. His applied expertise, which he acquired in the telecommunications industry in several European countries, is in management for transition and change projects. Email:

Talya N. Bauer is the Cameron Professor of Management at Portland State University. She earned her Ph.D. at Purdue University. Bauer is an award-winning teacher and researcher, SIOP Fellow, and Google Visiting Scholar. She conducts research about relationships at work. More specifically, she works in the areas of new hire on-boarding, recruitment, selection, over-qualification, mentoring, and leadership, which have resulted in numerous journal publications published in outlets such as the Academy of Management Journal, Academy of Learning and Education Journal, Journal of Applied Psychology, Journal of Management, and Personnel Psychology. She has acted as a consultant for dozens of government, Fortune 1000, and start-up organizations. Bauer is involved in professional organizations and conferences at the national level and serves on elected positions such as the Human Resource Management Executive Committee of the Academy of Management and member at large for the Society for Industrial and Organizational Psychology. Bauer is a past editor of the Journal of Management. In addition, she has also served on the editorial boards for the Journal of Applied Psychology, Personnel Psychology, and Journal of Management. Email:

Andrew Biga is senior manager of leadership development for Procter & Gamble. He leads global talent management, including strategic succession planning through design and delivery of automated talent solutions. His responsibilities also include talent tracking using global KPIs to ensure a robust and diverse leadership pipeline. Biga completed his Ph.D. in industrial and organizational psychology from the University of South Florida. Email:

Ernst A. Brugger is the president of BHP–Brugger and Partners Ltd., a consulting firm specialized in sustainability strategies. He is also chairman of the Sustainable Performance Group, Switzerland’s largest sustainability fund, chairman of SV Group, chairman of Precious Woods Holding Ltd., chairman of Blue­Orchard, as well as a member of the board of directors of other organizations (including Trüb AG., BG Bonnard & Gardel Holding S.A., and the World Microfinance Forum Geneva). He is an honorary member of the International Committee of the Red Cross and a part-time professor at the University of Zürich. Over the last twenty-five years, he has been a consultant to businesses and institutions in Europe, Latin America, Africa, and Asia. In his role as co-founder and CEO of The Sustainability Forum Zürich and in his project work he advocates the implementation of long-term strategy, sustainability, and good governance in business and politics. Email:

Jürgen Deller is a professor of organizational psychology and founding speaker of the Institute for Strategic HR Management Research and Development (SMARD) at Leuphana University of Lüneburg, Germany. He received his Ph.D. from Helmut-Schmidt University in Hamburg, Germany. His research interests include sustainability, especially in the context of the human resources function, ageing issues, such as consequences of the demographic change for management and human resources, international human resource management, for instance, expatriation and repatriation, and knowledge transfer. He has published on sustainability, the ageing workforce, bridge employment (silver work), personnel selection, management development, and international human resources. Before he joined academia, Deller worked for the corporate headquarters of Daimler-Benz group, Stuttgart, later with DaimlerChrysler Services (debis) AG, Berlin, as senior human resources manager responsible for the human resources board member’s office and as head of Corporate Leadership Development IT Services. Email:

Susan D’Mello is an industrial and organizational psychology Ph.D. student at the University of Minnesota and currently also works as a research associate for Kenexa’s High Performance Institute. D’Mello has been involved in a variety of research streams regarding environmental sustainability at both the employee and organizational level and has presented her research at several professional conferences. Her other research areas include gender and disability bias in workplace decision making, workplace stress, organizational climate, and presidential job experience. Email:

Anne Doyle Oudersluys is the brand manager of global sustainability at Procter & Gamble. She joined P&G after graduating from Harvard College in 2004. Consistent with her passion for the environment and social responsibility issues, she is respon­sible for sustainability employee engagement for P&G’s 127,000 employees, which includes educating and enabling employees to incorporate sustainability into their jobs. She also leads global sustainability communications for the company, setting communications strategy, and managing P&G’s annual sustainability report. Oudersluys is also responsible for marketing P&G’s corporate social responsibility programs. Email:

Cathy L. Z. DuBois is an associate professor at Kent State Uni­versity, where she teaches human resource management and sustainability. Her sustainability research focuses on the roles of sustainability managers and human resource management in embedding sustainability within organizations, motivating sustainability behavior change, and sustainable work design. She is an active participant in the Association for the Advancement of Sustainability in Higher Education (AASHE) and serves as a member of the AASHE Advisory Council and as a STARS (Sustainability Tracking, Assessment, and Rating System) technical advisor. DuBois also participates in a number of sustainability professional groups and consults in sustainability and HRM issues. A winner of numerous teaching awards, she also teaches sustainability at ESC Rennes School of Business, France, and presents at workshops on integrating sustainability across the curriculum. She also publishes articles in a variety of HRM areas, highlighting a range of workplace gender issues and e-learning. Her work has been published in the Journal of Applied Psychology, Personnel Psychology, the Academy of Management Review, and Psychology of Women Quarterly, among others. Email:

Berrin Erdogan is Express Employment Professionals Professor of Management at Portland State University School of Business and is an affiliated faculty in the Industrial and Organizational Psychology Program. She earned her Ph.D. at the University of Illinois at Chicago. Erdogan regularly teaches classes in Athens Laboratory of Business Administration (Athens, Greece) and Koç University (Istanbul, Turkey), where she teaches courses related to organizational behavior and human resource management at undergraduate and graduate levels. As a researcher, Erdogan studies how organizations can create an engaged and motivated workforce and increase employee retention through a focus on fairness in their human resource practices as well as through leadership, organizational culture, and organizational climate. Erdogan is the recipient of the 2008 Western Academy of Management Ascendant Scholar award. Her work has been published in journals, including Academy of Management Journal, Journal of Applied Psychology, and Personnel Psychology; she also co-authored two widely used textbooks, Organizational Behavior and Principles of Management. Erdogan serves on the editorial boards of Journal of Applied Psychology, Journal of Management, Journal of Organizational Behavior, and Personnel Psychology. Email:

Evren Esen is manager of SHRM’s Survey Research Center and oversees the production of quantitative and qualitative research on workplace topics, human capital analytics, and other human resource topics. These data are used by HR and business leaders to improve workforce dynamics and drive strategic business decisions. She also manages SHRM’s Customized Research Services, which specialize in conducting research for clients from academic institutions, associations, and non-profits, as well as corporate and government entities. Esen leads SHRM’s People InSight service, an employee job satisfaction and engagement solution through which SHRM conducts employee surveys for small- to mid-sized organizations. She has worked at SHRM for nine years and possesses an in-depth understanding of HR issues, particularly in the areas of compensation, benefits, diversity, and employee job satisfaction. Prior to joining SHRM, Esen worked as a researcher and evaluator of federally funded community-based programs. She also worked as an instructor of psychology and sociology at Bilkent University in Ankara, Turkey. Esen holds a master’s degree in clinical social work. Email:

Shawn Fegley has served as a survey research analyst in the Survey Research Center at the Society for Human Resource Management (SHRM) for the past six years. Fegley currently serves as a project lead for developing quantitative and qualitative research on workforce topics, human capital analytics, and research related to topics to improve workforce dynamics and drive strategic business decisions. This includes SHRM’s annual Employee Benefits Research Report and quantitative research on the topics of compensation, diversity and inclusion, social media, staffing management, and sustainability. He was also responsible for overseeing the launch of SHRM’s Compensation Data Center. Prior to joining SHRM, Fegley worked as the market research manager at Goldhaber Research Associates, a full-service international research firm specializing in market research, national public opinion polling, and warning label and litigation research. At Goldhaber Research Associates, Fegley oversaw all the day-to-day operations of the Market and Survey Research Department. He received his undergraduate degree from the University of Buffalo. Email:

Robert E. Gibby is senior manager of HR research and analytics for Procter & Gamble, headquartered in Cincinnati, Ohio. In this role, he leads a team of industrial and organizational psychologists and HR professionals to deliver HR analytics systems and capability, external selection and assessment, and the annual engagement survey for the company. He also has responsibility for developing and managing relationships with external partners in industry and academia to define best practice and bring in new insights. Gibby joined P&G in 2004 and completed his Ph.D. in industrial and organizational psychology from Bowling Green State University the same year. Outside P&G, he serves as a board member for Northern Kentucky University’s master’s of industrial and organizational psychology program, where he has taught undergraduate and graduate courses. He serves as an editorial board member of the Journal of Personnel Psychology and actively contributes to the field through other board and council memberships, book chapter and journal publications, and speaking engagements. Email:

Julie Haddock-Millar is a lecturer of human resource management and development at Middlesex University’s business school and a chartered member of the Chartered Institute of Personnel and Development (CIPD). Haddock-Millar is the program leader for the postgraduate certificate, diploma, and M.A. in further education sector management practice and module leader for strategic human resource management for the master’s in human resource management and the master’s in human resource development. Her research interests include green HRD, mentoring, coaching, employability, and professional practice. Haddock-Millar is currently facilitating the organization development of Middlesex University Business School, developing, implementing, and evaluating the new employability and professional development strategy. She founded the Middlesex University Mentoring Network and is currently working with the United Kingdom Cabinet Office and First Division Association to develop a mentoring program for fast stream civil servants and undergraduate students. Email:

Lewis Hollweg is CEO of Batrus Hollweg International, a leading talent management consulting firm specializing in customized human capital solutions for selecting, developing, and retaining top talent. Throughout his career, he has focused on understanding the cornerstones driving the development of peak performing individuals and teams. His background includes the development of executive assessment systems. He has interviewed, assessed, and coached thousands of senior leaders across almost every major industry. He is skilled in individual executive coaching and facil­itating team change efforts. Hollweg received his B.A. from the University of Texas at Austin, his M.A. from Southern Methodist University, and a Ph.D. from Texas Christian University. He has maintained both a strong clinical education and a deep quantitative background and is licensed and certified in the State of Texas. Hollweg is an active member of the American Psychological Association and the Society for Industrial and Organizational Psychology. Email:

Leaetta M. Hough is founder and president of the Dunnette Group, Ltd., past president of the Federation of Behavioral and Brain Sciences (FABBS; a coalition of twenty-two scientific societies), past president of the Society for Industrial and Organizational Psychology (SIOP), and co-editor of the four-volume Handbook of Industrial & Organizational Psychology. She is a Fellow of SIOP, the Association for Psychological Science (APS), the American Psychological Association (APA) and its Division 5–Evaluation, Measurement, and Statistics. Hough has helped shape the science of I-O psychology as well as the practice of I-O psychology in the workplace, especially in the area of personnel selection. Email:

Kevin Impelman is the manager of the Research Institute at Batrus Hollweg International, where he provides thought leadership, develops innovative products/services, and advises clients on best practices in talent management. He also designs and manages projects addressing talent assessment and strategy, including the development and implementation of customized selection systems for all levels of the organization. His research interests include personality assessment, technological advances in selection, integrity, and counterproductive behavior, and executive assessment. Impelman received his Ph.D. and an M.S. in industrial and organizational psychology from the University of North Texas and his B.A. in psychology from Southern Methodist University; he is a licensed psychologist in the state of Texas. Impelman is a member of the Society for Industrial and Organizational Psy­chology, the Society for Human Resource Management, and the American Psychological Association. Email:

Holly R. Johnson is vice president of human resources and global education at Aveda Corporation. In this role, she provides strategic leadership of Aveda’s global education and human resources. In her role for education, she provides leadership and oversight of four business areas: technical, retail, field sales, and employee development programs. Responsibilities for human resources include administration of employee management and employee services. She is a member of the Aveda Stewardship Team, direct reports of the president, and Brand Equity Stewardship Team. She contributes to the business decisions of the corporation and ensures the protection of the brand equity. Johnson has been with Aveda for eighteen years. Aveda is known industry-wide for its strong focus on environmental leadership and responsibility. Prior to Aveda, Johnson worked for ITT Financial for fifteen years. She actively participates in Aveda’s mission-related activities, such as Earth Month events, and cares for the world she in lives in by volunteering at outside organizations such as Feed My Starving Children and the Backpack Program. E-mail:

Rachael M. Klein is a Ph.D. student in industrial and organizational psychology at the University of Minnesota. She graduated magna cum laude from Carleton College with a degree in psy­chology. Her research focuses on assessing employee motives for engaging in environmentally responsible and irresponsible behavior, as well as measuring and promoting environmental sustainability within organizations. She also does work on personnel selection, decision making, and leadership. Klein’s research has been supported by a National Science Foundation Graduate Research Fellowship and a University of Minnesota Graduate School Fellowship. She has presented numerous talks and posters at professional conferences and was a member of the planning committee for the 2011 SIOP Theme Track on Environmental Sustainability. Email:

Allen I. Kraut, Series Editor for the SIOP Professional Practices Series, is Professor Emeritus of Management at Baruch College, City University of New York, which he joined in 1989. For much of his professional career, he worked at the IBM Corporation, where he held managerial posts in personnel research and management development, until leaving in 1989. In 1995, he received the SIOP’s Distinguished Professional Contributions Award, recognizing his work in advancing the usefulness of organizational surveys. In 1996, Jossey-Bass published Organizational Surveys: Tools for Assessment and Change, by Allen Kraut and Associates. His latest book, Getting Action from Organizational Surveys: New Concepts, Technologies, and Applications, is a 2006 publication of Jossey-Bass.

Paul Lanoie is a professor and the associate director for academic affairs and strategic planning at HEC Montreal. He holds a Ph.D. in economics from Queen’s University in Kingston, Canada. His research focuses on the different impacts of environmental policies on the firm (its innovation, its productivity, its environmental performance, and so forth). He is also interested in the different ways firms can reconcile their environmental and financial performances. He has published in journals such as Academy of Management Perspectives, Journal of Environmental Economics and Management, Ecological Economics, Journal of Human Resources, and Journal of Risk and Uncertainty. Email:

Daniel Manitsky is a management consultant affiliated with the Rapid Results Institute. He specializes in performance im­provement projects within public, non-profit, and public-private organizations. Manitsky holds an MPA from New York University’s Wagner School of Public Service and graduated magna cum laude from the University of Illinois with a dual B.A. in sociology and political science. Manitsky has worked in fifteen countries in Africa and the Middle East, contributing managerial training and business process redesign services to large-scale reform efforts. Additionally, he has supported health, education, and community development projects and facilitated several innovative public private partnerships in Africa. Prior to becoming a consultant, Manitsky worked as a health education specialist with the Peace Corps in El Salvador. During this time he worked with USAID, Salvadoran government officials, and NGOs to coordinate reconstruction aid following a series of earthquakes. Email:

A. Silke McCance is manager–employee and organization research and sensing within the Leadership Development Group at Procter & Gamble in Cincinnati, Ohio. She owns the global corporate survey program that is delivered annually to over 127,000 employees, in more than eighty countries, in more than twenty languages, and analyzed using advanced analysis (factor analysis, IRT, SEM, LGCM, text analysis). In addition, she has global ownership of all external selection and assessment tools and systems used at P&G, including candidate reactions, job analysis/competency modeling, development, deployment, maintenance, training, and legal consultation/audit support. McCance received her Ph.D. in industrial and organizational psychology from the University of Illinois at Urbana-Champaign. Before joining P&G in June 2010, she worked as a consultant in both the public and private sector, where her experience included conducting job analysis; designing, administering, and serving as certified assessor for a developmental assessment center; and developing and validating work simulation tests. Email:

Jessica R. Mesmer-Magnus is an associate professor of management in the Cameron School of Business at the University of North Carolina–Wilmington. She earned her Ph.D. in industrial and organizational psychology at Florida International University. Prior to her doctoral coursework, she worked as an HR manager and consultant for a national environmental engineering consulting firm, where her role included managing HR sustainability initiatives. Her research interests include social responsibility, whistleblower behavior and retaliation, team cognition and dynamics, and work-family conflict. Her research has been published in various peer-reviewed outlets, including Journal of Applied Psychology, Organizational Behavior and Human Decision Processes, Human Resource Management Review, Journal of Business Ethics, Journal of Vocational Behavior, Organizational Psychology Review, and Human Performance. In the past two years, Mesmer-Magnus has served as a consultant for several research projects on virtual organizations sponsored by the National Science Foundation. Email:

Derek Miles is a professor of human resource development at Middlesex University, a chartered companion of the Chartered Institute of Personnel and Development (CIPD), and was formerly the director of global learning for Save the Children, UK. Miles has served as chair of the executive board of CIPD and president of the International Federation of Training and Development Organizations. He is the program leader for the master’s in human resource management and the master’s in international human resource management. He leads the university’s research in HRD, undertakes consultancy internationally, and provides leadership and support to faculty, staff, and curriculum development in areas such as strategic human resource development, leadership, and organizational design. Email:

Kristin Miller is executive director, human resources, at Aveda Corporation. She and her team are responsible for recruiting and generalist support for the corporate, sales, retail, and supply chain functions at Aveda. She has supported Aveda’s mission of environmental and social responsibility by volunteering at Families Moving Forward, Feed My Starving Children, and Earth Month events. She holds a degree in psychology from Governor’s State University and is a senior professional in human resources (SPHR). Miller has worked at Aveda for thirteen years. Before joining Aveda, she held human resource generalists positions at Baker & Taylor and the Metropolitan Council. E-mail:

Michael Müller-Camen is a professor of human resource management at Wirtschaftsuniversität, Vienna, Austria, and a professor of international human resource management at Middlesex University’s business school. His research interests include sustainable, green, and international HRM and age management. Müller-Camen has published more than forty-five articles and book chapters and the textbook Human Resource Management: A Case Study Approach (with R. Croucher and S. Leigh, 2008). He recently edited a special issue of Zeitschrift für Personalforschung (Journal of Research in Human Resource Management) on green HRM (with S. Jackson, C. Jabbour, and D. Renwick). Email:

John P. Muros