The aim of this paper is to identify and assess the formation of employees’ readiness to implement the green human resources management (GHRM) concept according to two research approaches: an instrumental and change-based approach, as well as to demonstrate the influence of selected individual antecedents on the formation of this readiness in business practice. The aim of the study was achieved through empirical research conducted using a survey method on a sample of 214 employees and managers from Poland. The results obtained indicate a high level of readiness of the respondents to implement the GHRM concept in their companies, regardless of the measurement method used. Moreover, it was shown that personal environmental norms, following the new environmental paradigm as well as organizational citizenship behaviors towards the environment (OCBE), significantly and positively shape the level of readiness for GHRM in the surveyed group. In contrast, there was no significant effect of individual readiness for change on employees’ readiness levels. This study makes an original and novel contribution to the literature by proposing different approaches to measuring employees’ GHRM readiness. The conclusions formulated address the implementation factors of the GHRM, enabling a more effective implementation of this concept into business practice.

Green Human Resource Management (GHRM) has emerged as an important managerial approach in response to the growing environmental, social, and economic challenges faced by contemporary organizations. While prior studies generally confirm a positive relationship between GHRM practices and environmental performance (EP), the existing body of literature remains fragmented. In particular, it tends to focus on selected levels of analysis—most often individual or organizational—and provides a limited explanation of the underlying mechanisms through which GHRM influences environmental outcomes. This paper presents a conceptualization of a research study and a structured research design aimed at addressing these limitations. Based on a review of the literature, key theoretical, empirical, and methodological gaps are identified, particularly regarding the lack of integrated, multilevel perspectives and insufficient attention to mediating mechanisms. In response, the paper develops an original, multilevel conceptual framework that explains how GHRM practices may affect environmental performance through mediators operating at individual, team, organizational, and interorganizational levels. Building on this framework, the study formulates a set of research hypotheses and proposes a two-stage mixed-method research design. The first stage involves qualitative multiple case studies to explore GHRM practices and identify context-specific mechanisms, while the second stage consists of a large-scale international survey aimed at testing the proposed relationships across organizations in selected European Union countries. The main contribution of the paper lies in designing a coherent and empirically testable research framework, rather than testing it directly. By integrating insights from prior literature and structuring a multilevel analytical approach, the study provides a foundation for future empirical research on the mechanisms linking GHRM and environmental performance and contributes to the further development of sustainable human resource management theory.

Generational cohorts active in the labour market constitute a research subject within the domain of management sciences. Increasing scholarly attention is being directed towards Generation ZAlpha, a microgeneration comprising individuals born at the intersection of Generation Z and Alpha. Although it is acknowledged that Generation ZAlpha anticipates authentic leadership in the workplace, the existing literature does not give the rationale underlying the significance of authentic leadership for representatives of Generation ZAlpha. Furthermore, an elucidation of which traits, attitudes, and behaviours of authentic leaders are important according to ZAlpha individuals remains absent. The formulated research problem enquired into Gen ZAlpha’s expectations concerning authentic leadership and authentic leaders within the workplace, as well as the significance of authentic leadership (along with its particular dimensions) and authentic leaders for Gen ZAlpha employees and the organisations employing them. Empirical research was conducted withing a mixed paradigm, using the computer-assisted web interview and focus group interview methodologies. The findings revealed that Generation ZAlpha anticipates leaders to exemplify authenticity, characterised by self-awareness, relational transparency, balanced processing, and internalised moral perspective. Gen ZAlpha perceives authentic leadership as a favoured model of leader conduct, ensuring organisational inclusiveness and preventing organisational pathological phenomena such as discrimination or mobbing.

Purpose: The objective of the argument in this paper is to present a summary of the implementation of the Free the Energy! project, the main goal of which was to promote physical activity as one of the important components of a healthy lifestyle and one of the elements of building a sustainable organization. Design/methodology/approach: In the theoretical part of the paper, the definitions of the concept of sustainable development and sustainable organizations, as well as physical activity as one of the main components of a healthy lifestyle, are presented synthetically. The research part presents a summary of the implementation of the Free the Energy! project, the main goal of which was to promote physical activity as one of the important components of a healthy lifestyle and one of the elements of building a sustainable organization. The empirical research conducted independently by members of the research team in the form of a case study was devoted to achieving the research objectives. The following selection methods were used: document analysis (regulations, University of Lodz strategy, project reports) and semi- structured, in-depth interviews conducted with participants of running training carried out as part of the “Free the Energy!” Findings: The analysis of the research results confirms the achievement of the goals of Free the Energy! project. The project activities achieved the main goals, i.e. promoting physical activity as one of the main components of a healthy lifestyle and one of the elements of building a sustainable organization. Additionally, the activities undertaken as part of the project had a positive impact on improving the image of the University of Lodz. Social implications: Building awareness among the academic community of what sustainable development is and how to implement sustainable development goals. Practical implications: The results of the research discussed in the paper have many practical implications, which may be an indication for other universities of what selected initiatives to undertake in the area of sustainable development. Originality/value: The paper reveals new aspects that play a crucial role in shaping sustainable universities. Keywords: Healthy lifestyle, promotion of physical activity, sustainable development, sustainable organizations. Category of the paper: Research paper.