The Impact of Green HRM on Employees’ Eco-Friendly Behavior: The Mediator Role of Organizational Identification

Sustainability, Journal Year: 2022, Volume and Issue: 14(5), P. 2897 - 2897

Published: March 2, 2022

This study sought to explore the impact of green human resource management on organizational identification and employees’ eco-friendly behavior, as well mediating role in relationship between behavior. To achieve objectives, a cross-sectional quantitative was developed, for which data were obtained through structured questionnaire containing measures variables. Data collected from 235 employees several Portuguese tourism organizations participating study. The Harman test bootstrapping applied previously assessment results. mediation study’s hypothesis evaluated using Baron Kenny’s linear regression method, subsequently complemented Sobel test. findings showed that implementation HRM practices has positive behavior identification, with latter is breaking new ground because it incorporates single research model, thus expanding knowledge subject, namely sector Portugal.

Language: Английский

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Green human resource management, job embeddedness and their effects on restaurant employees’ green voice behaviors

International Journal of Contemporary Hospitality Management, Journal Year: 2023, Volume and Issue: 35(10), P. 3453 - 3480

Published: Feb. 24, 2023

Purpose The purpose of this study is to test the interrelationships green human resource management (GHRM), job embeddedness (JEM), promotive voice behavior and prohibitive behavior. It assesses JEM as a mediator link between GHRM aforesaid behavioral consequences. Design/methodology/approach Data obtained from employees 11 restaurants in Northern Cyprus were used gauge said relationships via partial least squares structural equation modeling. Findings boosts employees’ JEM. Employees high on exhibit behaviors at elevated levels. psychological mechanism relating work outcomes. Practical implications Restaurateurs should create an environment that enables speak up share their opinions problems challenges concerning environmental sustainability initiatives restaurant. In addition, they develop maintain good relations with practices. These are important would promote eco-friendly among employees. Originality/value This paper focuses JEM, neglected outcomes GHRM. That is, there no empirical evidence reporting fosters also true for linking aforementioned dimensions With stated mind, fills these gaps.

Language: Английский

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Green human resource management: A comprehensive investigation using bibliometric analysis

Corporate Social Responsibility and Environmental Management, Journal Year: 2023, Volume and Issue: 31(1), P. 31 - 53

Published: Sept. 21, 2023

Abstract This study reviews green human resource management (GHRM) via bibliometric analysis of extant literature in the field business and management. We used bibliometric, R Studio program for descriptive network analysis, to analyze 595 documents from Web Science Scopus data. The aims provide a comprehensive overview evolution GHRM structures that define it. article discusses emerging keywords research area along with growth patterns during 2002–2022. findings suggest publication on began over 25 years ago has continued grow since then. number publications this doubled last 10 years. Emerging themes include Green practices, corporate social responsibility (CSR), innovation, environmental performance, circular economy, sustainable development. Potential areas have been suggested by drawing complete picture conceptual framework. will help policy‐makers, corporates academicians unravel practical theoretical aspects identify pertinent issues require attention.

Language: Английский

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Green human resource management in the context of organizational sustainability: A systematic review and research agenda

Journal of Cleaner Production, Journal Year: 2023, Volume and Issue: 430, P. 139713 - 139713

Published: Nov. 15, 2023

Language: Английский

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The Mediating Effect of Green Human Resources Management on the Relationship between Organizational Sustainability and Innovative Behavior: An Application in Turkey

Sustainability, Journal Year: 2023, Volume and Issue: 15(3), P. 2068 - 2068

Published: Jan. 21, 2023

With globalization, it is required to support the innovative behaviors of employees as a driving force in order for organizations increase their market share, provide competitive advantage and ensure organizational sustainability. The purpose this study establish intermediary role green human resources management relationship between employees’ behavior sustainability tourism sector. Data collection was achieved by conducting survey 615 hotel who work accommodation establishments which are located city Muğla (Turkey). In scope study, validity reliability analysis measurement scales were conducted SmartPLS software applied implement variance-based structural equation model. Within framework, research primarily discussed variables among sustainability, IB, management, hypotheses formed. A mediation test selecting bootstrap method indirect effect that have on perception behavior. result shows has significantly positive also emerged partial mediating success Sustainability Findings state whilst anticipated can contribute literature theoretically practically, variety proposals been put forward benefit future studies operators use.

Language: Английский

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Does green HRM and intellectual capital strengthen psychological green climate, green behaviors and creativity? A step towards green textile manufacturing

Journal of Intellectual Capital, Journal Year: 2025, Volume and Issue: unknown

Published: Feb. 3, 2025

Purpose This study examines how green human resource management (GHRM), individually and collectively, affects psychological climate (PGC), in-role behavior (GIB), extra-role (GEB) creativity (GC) in small, medium large textile companies. The also explores intellectual capital (GIC) moderates the relationship between GHRM PGC GC. Design/methodology/approach was conducted two phases: phase 1 ( N = 41 records), a systematic literature review performed to identify gaps, 2 412 managers supervisors), quantitative survey method employed. structural equation model, with 1st-order 2nd-order hierarchical models, used test hypotheses. Findings results showed that practices positively impacted practices, including employee involvement (GEI), compensation reward (GCR), training development (GTD) recruitment selection (GRS), enhanced PGC. However, performance (GPM) do not significantly affect GIB GEB. directly influenced Additionally, GIC moderated GC but PGC, improving creative behaviors Practical implications spurs enterprises, especially large, prioritize where employees (i.e. PGC), GEB), knowledge, skills abilities GIC) strengthen their Policymakers should encourage adoption of align environmental goals. Originality/value is unique examining enhance employees’ GIB, GEB strengthens develop innovative ideas GC). It crucial for activities toward sustainability

Language: Английский

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Green HRM and eco-friendly behavior in Cambodian public organizations: The mediation of organizational commitment

Environmental Challenges, Journal Year: 2022, Volume and Issue: 10, P. 100674 - 100674

Published: Dec. 28, 2022

Human resource management could leverage global environmental concerns to promote green practices. Moreover, protecting the environment is a major concern in modern society. Among other tools, Green human (GHRM) integral implementing such strategy. This study aimed examine impact of GHRM on eco-friendly behavior among Cambodian government employees (n = 396) and how organizational commitment acts as mediator this relationship using quantitative approach built research instrument probe these effects. Also, bootstrapping procedure was used estimate path coefficients within reflective PLS-SEM. The results indicate that an effective systematic method for increasing employee public institutions. Additionally, it confirmed partially mediates between employees. work sought contribute significantly field address significant gap existing literature.

Language: Английский

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Can green human resource management promote employee green advocacy? The mediating role of green passion and the moderating role of supervisory support for the environment

The International Journal of Human Resource Management, Journal Year: 2023, Volume and Issue: 35(1), P. 121 - 153

Published: May 23, 2023

As an emerging concept, employee green advocacy has received increasing attention in the research of marketing and business circles. However, few studies have examined influence human resource management (GHRM) on advocacy. Therefore, this study aims to explore GHRM investigates mediation role passion moderator supervisory support for environment. Data collected from 334 employees 15 companies China at three time points. The results suggest that positively impacts advocacy, partially mediates relationship between Additionally, environment moderates positive

Language: Английский

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Understanding whether, how and when circular supply chain management influences firm performance

Business Strategy and the Environment, Journal Year: 2024, Volume and Issue: 33(7), P. 7139 - 7161

Published: July 1, 2024

Abstract Integrating circular economy (CE) principles into supply chain management (SCM) plays a key role in accelerating the transition to CE and realising its sustainability potential. This integration has recently attracted increased attention emerged formally as SCM (CSCM). As with other business practices, economic feasibility is major deciding factor regard CSCM adoption. Therefore, understanding whether, how when firms can benefit from of paramount importance for theory, practice policy. However, relationship between firm performance underlying mechanisms boundary conditions that could explain this have received limited empirical attention. Drawing on multiple theoretical perspectives, study examines mediating employees' organisational identification firm's operational moderating effect pro‐environmental attitude role. To achieve this, multi‐respondent cross‐sectional research design was used which data managers employees 163 Jordan‐based manufacturing obtained using two separately administrated surveys. The results reveal positive impact performance. also found indirectly improve through enhancing identification. Further, indicated that, unexpectedly, does not amplify their identification, or indeed nexus These important implications advancing theory CE.

Language: Английский

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Sustainable Green Human Resource Management Practices in Educational Institutions: An Interpretive Structural Modelling and Analytic Hierarchy Process Approach

Sustainability, Journal Year: 2022, Volume and Issue: 14(19), P. 12853 - 12853

Published: Oct. 9, 2022

Green Human Resources Management (GHRM) is an alignment of traditional human resource practices such as strategies, policies, procedures, and rules to the latest green sustainable environment responsive practices. Unlike corporates, adoption GHRM in educational institutes (EIs) still its infancy stage. Through extensive literature survey, this study identified eleven challenges adopting “strategy”, ten on “policy”, nine “procedures”, eight framing “rules” aspect. The aim identify develop relationship between major minor EIs. Hence, has applied Interpretive Structural Modelling (ISM) technique each practice developed interrelation among results verified with Analytic Hierarchy Process (AHP). rankings both techniques have been statistically Spearman Rank Correlation technique. concludes lacking or insufficient considered four main pillars: clear vision top management cooperation these EIs ensure from strategy aspect perspective, benchmark fixing accountability considering policy aspect, suitable course curricula universities focused procedural viewpoint, transparency perspective significant adoption. findings reported can be further extended cross-sectional cross-cultural studies studies.

Language: Английский

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