Approach or Avoidance? The Mechanisms Underlying the Impact of Community Goal Orientation on Residents’ Waste Separation Recycling Behaviors DOI Creative Commons
Zhihao Wang,

Lijun Huang,

Wei Li

et al.

Behavioral Sciences, Journal Year: 2024, Volume and Issue: 15(1), P. 23 - 23

Published: Dec. 30, 2024

Amidst the vigorous pursuit of sustainable development, significance community management has become increasingly evident. This study, anchored in goal orientation theory, delineated a conceptual model that elucidated influence on residents' waste separation recycling behaviors. Utilizing longitudinal study design combined with self-report methods, data comprising 871 paired observations from 166 residents were collected and analyzed via multilevel structural equation modeling to test proposed hypotheses. The findings corroborated approach not only had direct positive impact behaviors but could also induce environmental passion subsequently their Conversely, avoidance exhibited no significant effect either or Furthermore, trust was found positively moderate passion. Meanwhile, moderated mediating role However, did

Language: Английский

Leadership and Environmental Sustainability: An Integrative Conceptual Model of Multilevel Antecedents and Consequences of Leader Green Behavior DOI Creative Commons
Hannes Zacher, Clara Kühner, Ian M. Katz

et al.

Group & Organization Management, Journal Year: 2024, Volume and Issue: 49(2), P. 365 - 394

Published: Feb. 2, 2024

Environmental sustainability is a strategic and ethical imperative for organizations, numerous studies have investigated associations between leadership employee pro-environmental or “green” behavior. However, these typically focused on styles that conflate leader behavior with its assumed antecedents consequences. Moreover, the literature relations environmental constructs fragmented in need of systematic integration to effectively guide future research practice. Accordingly, we pursue three goals this conceptual paper. First, after brief review key insights from extant theoretical empirical research, define context green based established frameworks. Second, extension literature, present an integrative model multilevel consequences We further develop eight propositions multiple known novel pathways toward follower behaviors, as well related at leader, follower, organizational levels. Finally, our propositions, outline several recommendations sustainability, including methodological considerations.

Language: Английский

Citations

20
Green human resource management and sustainable development performance: organizational ambidexterity and the role of responsible leadership DOI
Fuqiang Zhao, Longdong Wang, Yun Chen

et al.

Asia Pacific Journal of Human Resources, Journal Year: 2023, Volume and Issue: 62(1)

Published: Oct. 4, 2023

Enterprise green human resource management (GHRM) strives to foster harmonious development among employees and the environment organization, as well between stakeholders, by stimulating individuals' behavior, thereby enhancing sustainable performance of enterprise. Based on questionnaire data 452 large enterprises in Beijing, Shanghai Wuhan, China, from September 2021 July 2022, based optimal distinctiveness theory stakeholder theory, this article examined mediation mechanism boundary conditions GHRM perspective organizational ambidexterity. The results showed that 1) positively affected ambidexterity performance; 2) mediated relationship 3) responsible leadership moderated direct effect ambidexterity; 4) indirect through At level, study reveals impact determines impact.

Language: Английский

Citations

18
Green HRM practices and corporate sustainability performance DOI
Murad Ali, Muhammad Shujahat,

Noureen Fatima

et al.

Management Decision, Journal Year: 2024, Volume and Issue: 62(11), P. 3681 - 3703

Published: May 30, 2024

Purpose The existing literature indicates that the ultimate purpose of green human resource management (GHRM) practices is to enhance sustainable corporate performance by shaping employees’ behaviors. In this vein, we argue organizational culture and employee pro-environmental behaviors are important factors or channels through which GHRM shape for performance. Consequently, draw on ability, motivation, opportunity (AMO) framework examine how firms’ indirectly behavior cultivating reinforcing under boundary condition high behavior. Design/methodology/approach This study uses multi-source, dyadic, time-lagged data collected from HR managers employees in 242 ISO-14001-certified firms Kingdom Saudi Arabia. applies structural equation modeling LISREL 12 software testing hypotheses. Findings findings support postulation practices, directly indirectly, fostering presence Practical implications outlines theoretical practical HRM require an established effectively direct enhanced should make use appropriate interventions, including but not limited foster a Originality/value original importance alignment between Green towards sustainability. demonstrates sequential mediations behaviors,

Language: Английский

Citations

8
A 2‐1‐1 multi‐level perspective of understanding the relationship between green human resource management practices, green psychological climate, and green employee behavior DOI
Rohit Gupta, Sukhpreet Kaur

Corporate Social Responsibility and Environmental Management, Journal Year: 2024, Volume and Issue: 31(5), P. 4068 - 4084

Published: March 27, 2024

Abstract This study examines the mediating role played by green psychological climate between human resource management practices and employee behavior relationship. A cross‐sectional, survey‐based, multi‐level approach was adopted to understand relationship among variables. Data collected from 77 HR managers 445 employees using online offline methods of data collection. Drawing on social exchange theory cognitive theory, results revealed that partially mediates behavior. The is first in itself empirically examine variables approach. Multi‐level decoding relationships organization considered as a better way unlocking since it addresses several methodological concerns. attempts bind ideas strategic HRM with concept paving for HRM. Green foster eco‐friendly practices, assesses organizational atmosphere, reflects sustainable employees. comprehensive view allows organizations integrate corporate responsibility environmental seamlessly, ensuring principles are embedded throughout company's culture, operations, actions, thereby promoting more environmentally responsible socially accountable environment.

Language: Английский

Citations

7
Green human resource management and environmental performance among hotels DOI Creative Commons
Nadia A. Abdelmegeed Abdelwahed,

Mohammed A. Al Doghan,

Bahadur Ali Soomro

et al.

Corporate and Business Strategy Review, Journal Year: 2024, Volume and Issue: 5(1), P. 241 - 253

Published: Jan. 1, 2024

The present study explores the connection between green human resource management (GHRM) and environmental performance (EP) directly indirectly through employees’ eco-friendly behaviour (EFB), values (EVs), passion (GP). used a quantitative strategy based on studies of Paillé et al. (2014) Liu (2023). We collected 288 usable cases an online questionnaire. Using SmartPLS 4, findings confirmed significant positive effect GHRM EFB, EP, EVs. On one hand, is found to be negative predictor GP. Moreover, factors such as EFB EVs positively affect but GP negatively affects EP. Furthermore, mediating analysis shows in developing association other mediates overcomes gaps by providing robust theoretical framework that integrates GHRM, EVs, towards also offers original contribution empirical facts from Egyptian hotels.

Language: Английский

Citations

5
How and when socially responsible human resource management affects employee voluntary green behavior—evidence from the healthcare sector DOI
Weiwei Liu, X. Li, Xin Guo

et al.

Journal of Cleaner Production, Journal Year: 2024, Volume and Issue: 451, P. 142044 - 142044

Published: April 1, 2024

Language: Английский

Citations

5
The mechanism of adolescent environmental passion influencing parent pro-environmental behavior DOI
Zhihao Wang, Wei Li

Journal of Environmental Psychology, Journal Year: 2024, Volume and Issue: 96, P. 102342 - 102342

Published: May 28, 2024

Language: Английский

Citations

5
Give it 110 percent: The sequential nexus between green supervisor support, green descriptive norm, green self-efficacy, and green behavior DOI
Victor Oluwafemi Olorunsola, Osman M. Karatepe, Elisa Rescalvo-Martin

et al.

International Journal of Hospitality Management, Journal Year: 2024, Volume and Issue: 121, P. 103823 - 103823

Published: June 7, 2024

Language: Английский

Citations

5
Green human resource management and green ambidexterity innovation in the wine industry: exploring the role of green intellectual capital and top management environmental awareness DOI Creative Commons
Javier Martínez‐Falcó, Eduardo Sánchez‐García, Bartolomé Marco‐Lajara

et al.

Discover Sustainability, Journal Year: 2024, Volume and Issue: 5(1)

Published: June 28, 2024

Abstract The present study investigates the influence of green human resource management (GHRM) on ambidexterity innovation (GAI) within Spanish wineries, examining mediating effect Green Intellectual Capital (GIC) and moderating role Top Management Environmental Awareness (TMEA). Building existing literature, a conceptual model was developed tested using structural equation modeling (PLS-SEM) with data collected from 196 wineries between September 2022 January 2023. findings reveal significant positive relationship GHRM GAI, GIC partially TMEA positively this relationship. originality lies in its empirical testing proposed model, addressing previously unexplored area field. These results provide valuable insights for both academia industry, highlighting importance integrating environmental considerations into practices to foster sustainability.

Language: Английский

Citations

5
Does green human resource management foster green advocacy? A perspective of conservation of resources theory DOI
Zonghua Liu,

Yanping Li,

Yulang Guo

et al.

Journal of Organizational Change Management, Journal Year: 2025, Volume and Issue: unknown

Published: Jan. 9, 2025

Purpose With increasing pressure to achieve environmental sustainability, hotel organizations implement green human resource management (GHRM) inspire employees’ behavior improve performance. Following the conservation of resources theory, this research aims examine how GHRM fosters employee advocacy. Design/methodology/approach Data were obtained from 315 employees 24 hotels in China. This study used SPSS PROCESS test mediation and moderated model. Findings The results showed that has a positive impact on advocacy, harmonious passion (HEP) fully mediates relationship between Furthermore, GHRM, HEP advocacy is by environmentally specific transformational leadership (ESTL). Subsequently, findings imply indirect effect via stronger while ESTL higher. Originality/value extends exploring when stimulates Chinese context.

Language: Английский

Citations

0