Issue #2 (Volume 15 2025)

Type of the article: Research Article

The article determines that the direct impact of ESG indicators on the performance of companies using statistical models is very difficult to analyze, since most measures in the environmental, social and management sphere have a prolonged effect and a delayed economic effect. The purpose of the article is to form a methodology and analytical tools for assessing the impact of ESG measures on the efficiency of corporate activities of companies (financial and economic, social, environmental, organizational and managerial and reputational), as well as to verify their practical effectiveness based on empirical data from the international company CRH. The methodological basis of the study is based on a combination of multi-criteria analysis, expert assessment and elements of integral analysis, which allows for a comprehensive assessment of the effectiveness of the company’s ESG measures and to determine the level of integration of sustainable development principles into its business model. Within the framework of the use of multi-criteria analysis, an assessment system was developed with 35 analytical criteria for the impact of ESG practices, grouped into 5 main areas: economic efficiency, social development and human capital, environmental results, management practices, reputational and communication effects. The identified criteria make it possible to assess the effectiveness of ESG strategies and build a model of the impact of ESG on the company’s efficiency. The proposed comprehensive methodology was tested on the example of CRH, which made it possible to assess the effectiveness of its sustainable development strategy and the level of integration of ESG practices into the business model. The obtained value of the ESG Impact Index, the calculation of which is the final stage of the proposed comprehensive methodology, reached 64.8%, which indicates a significant level of integration of ESG principles into the corporate activities of CRH, which reflects a moderately high level of its non-financial efficiency and sustainable management. According to the results of the analysis of the indicators that form the ESG Impact Index, it was found that CRH has demonstrated significant success in achieving reputational advantages and transparency of reporting and management (in the management and organizational results block, 12 points out of a possible 12 were achieved). According to the results of using the methodology developed by us, it was found that CRH’s transition to circular production and support for the global initiative to reduce greenhouse gas emissions became the main factors that improved environmental results and contributed to obtaining a positive socio-economic and environmental effect.

Type of the article: Research Article

The relevance of the study is determined by the growing need for theoretically grounded typological approaches to personality analysis in the context of organizational transformation, increasing emotional workload, and the growing complexity of team interaction. This necessitates a rethinking of classical typologies in terms of their explanatory potential for understanding behavior in professional settings. The purpose of the article is to conceptually substantiate the applicability of a typological approach to the analysis of organizational behavior through the development of an authorial model of behavioral vectors. The object of the study comprises personality typologies and their interpretative suitability for analyzing interpersonal interaction within organizations. The theoretical framework is based on concepts from personality psychology, typological analysis, and theories of organizational behavior, which made it possible to conduct a comparative analysis of classical and contemporary typological models and to synthesize them within a behavior-oriented analytical framework. As a result, a conceptual model of eight behavioral vectors is proposed, enabling the systematization of typical patterns of motivation, communication, and interaction in team environments. The model expands theoretical possibilities for analyzing behavioral compatibility and for formulating hypotheses regarding team dynamics, conflict potential, and synergy. The findings have theoretical significance for further research in human resource management and organizational behavior and provide a foundation for future empirical validation of the proposed approach.

Type of the article: Research Article

This paper examines the increasingly complex problem of corporate culture transformation in ever-changing, crisis-prone organizations, where conventional management models do not adequately guarantee the adaptability and stability of personnel. It is intended to explore the role of the effectiveness of human resource (HR) training and human capital development as a link in the transformation of corporate culture and an innovation-driven leadership style. CIIRS is used as the underlying theory that builds on the TEI in assessing the relationship between leadership styles and adaptability that develops in organizations. The paper used comparative techniques to examine the CIIRS factors to determine the most dominant culture transformation patterns among 28 organizations participating in the study and operating in the energy, logistics, and service industries in Ukraine during 2024–2025. Organizations with greater TEI values have greater adaptability, more positive and stable innovation processes, and higher employee engagement. Energy sector organizations tended to have the best combination of innovation leadership and human resource development processes. Logistics organizations had the widest discrepancies between training programs and culture. The findings show that insufficient implementation of innovation leadership strategies in HR training processes significantly hinders corporate culture change. This paper finds that HR training effectiveness has mediating and key significance in corporate culture transformation based on innovation management leadership. The results of this study may provide valuable guidance and recommendations on how companies can improve agility by combining leadership and HR training strategies, and serve as a basis for further analysis and research.

Type of the article: Research Article

The article examines the social, labor, and management dimensions of housing decarbonization processes in the context of socially responsible investment. The relevance of the study is determined by the need to improve the effectiveness of municipal energy efficiency projects in the context of post-war reconstruction, which enhances the role of non-financial factors, in particular human capital and management quality. The purpose of the article is to justify the mechanism of socially responsible investment (Social-ESCO) and to assess the impact of managerial and educational determinants on the effectiveness of housing sector decarbonization projects in 2026.

The methodological basis of the study is input-oriented CCR DEA modeling, which allows integrating traditional quantitative performance indicators and the effectiveness of human resource management practices as active input parameters. The empirical basis of the study is a sample of 25 municipal projects for the energy modernization of the housing stock in the cities of Zhytomyr and Lviv. The modeling results showed a nonlinear relationship between the level of reinvestment of energy savings in human capital development and the economic efficiency of projects. It was established that the optimal level of reinvestment is about 15%, which ensures the stabilization of the internal rate of return (IRR) in the range of 12-14% with a simultaneous increase in social effectiveness. The results confirm the feasibility of using the Social-ESCO mechanism as an institutional form of combining the financial, social, and labor interests of key stakeholders.

Type of the article: Research Article

Russia’s full-scale military aggression against Ukraine has profoundly transformed the defense-industrial complex (DIC), which as of 2025 includes more than 800 enterprises with over 300,000 employees. The social welfare needs of defense-related populations have intensified: 1.56 million veterans, 3.7 million internally displaced persons (IDPs), and their families require support exceeding the capacity of existing protection mechanisms. Social entrepreneurship (SE) and the defense industry have been studied in isolation, while the potential of their interaction lacks theoretical substantiation. The purpose of the article is to theoretically substantiate a conceptual model of the SE ecosystem within the social welfare system of Ukraine’s DIC under martial law conditions. The study employs a systematic literature review, comparative analysis of theoretical approaches to SE (Earned Income, EMES, WISE), and secondary data analysis on the defense sector and target groups. Synthesizing the ecosystem approach, hybrid organization theory, and work integration models, the authors develop a conceptual model encompassing a three-tier architecture (macro, meso, micro levels), a five-group stakeholder interest matrix, four types of resource flows, and a five-level maturity indicator system. Comparison confirmed the highest applicability of EMES and WISE to the defense sector. Diagnostics revealed critical gaps: IDP unemployment stands at 17%, temporary housing occupancy reaches 90%, and one-third of IDPs lack earning opportunities. The developed indicators place the ecosystem at an initial-basic maturity level. The findings substantiate the ecosystem approach to SE in the defense sector and provide a theoretical foundation for specialized SE legislation, social procurement mechanisms, and entrepreneurship education for veterans and DIC employees.