Search Results (132)

As environmental sustainability becomes a strategic priority for the hospitality sector, firms are increasingly adopting internal green marketing (IGM) practices to drive innovation. This study investigates how IGM influences innovative performance (IP) among hotel employees, focusing on the mediating roles of pro-environmental behavior (PEB) and internal green values (IGV). Drawing on data from 400 hotel employees in Egypt and analyzed using partial least squares structural equation modeling (PLS-SEM), the results reveal that while IGM significantly enhances PEB and IGV, it does not directly improve innovative performance. Instead, IGV and PEB fully mediate the relationship between IGM and IP, highlighting that innovation emerges primarily through value-driven behavior and organizational culture. These findings contribute to the sustainability and innovation literature by proposing a validated model that explains how internal marketing mechanisms foster eco-innovation. The study offers practical implications for hotel managers aiming to cultivate a sustainability-oriented culture and embed green values into daily operations to support long-term innovation. Full article

Employees’ green voice behavior (GVB), as a specific category of extra-role green behavior, plays a vital role in promoting a firm’s sustainable development. However, its underlying mechanism has not been sufficiently explored. Drawing on social learning theory (SLT), this study proposes a research model that examines the indirect influence of environmentally-specific transformational leadership (ESTFL) on GVB via psychological empowerment (PE) and ecological reflexivity (ER) as well as the moderating role of person-supervisor value congruence (PSVC). To achieve the research goals, we conducted a two-wave online survey via the convenience sampling method to collect data from 530 employees and 106 direct supervisors working in the manufacturing, hospitality and service, energy production, construction, transportation, information and communication, and finance industries in China. Regression analyses and CFA based on SPSS and Mplus were employed to test and validate the research model. Our findings show that PE and ER both partially mediated the positive association between ESTFL and GVB. Moreover, PSVC moderated the mediating effects of ESTFL on GVB via PE and ER. This study advances empirical research regarding how leadership impacts GVB by revealing dual cognitive mechanisms and identifying its boundary condition. It also offers managerial implications for leaders and enterprises in China to promote employees’ GVB and improve sustainable management. Full article

As environmental sustainability becomes a central strategic priority in the hospitality industry, understanding the mechanisms that enhance employees’ green behavior is increasingly essential. This study investigates the influence of Green Transformational Leadership (GTL) on employees’ green resilience (GR), exploring the sequential mediating roles of employee environmental commitment (ECOM), environmental engagement (EENG), and Green High-Performance Work Practices (GHPWPs). Drawing on data from 475 full-time employees working in green-certified hotels in Izmir, Türkiye, the proposed model was tested using partial least squares structural equation modeling (PLS-SEM). The findings reveal that GTL significantly enhances employees’ green resilience, both directly and indirectly, through its positive impact on their environmental attitudes and the implementation of green-oriented work practices. This research contributes to leadership and sustainability research by integrating affective, cognitive, and behavioral pathways. It offers practical insights for hotel managers aiming to build a resilient and environmentally engaged workforce. Full article

Work-related well-being is an important research topic, as it is linked to various aspects of individuals’ lives, including job performance. To measure it effectively, unobtrusive sensors are desirable to minimize the burden on employees. Because there is a lack of consensus on the definitions of well-being in the psychological literature in terms of its dimensions, our work begins by proposing a conceptualization of well-being based on the refined definition of health provided by the World Health Organization. We focus on reviewing the existing literature on the unobtrusive measurement of well-being. In our literature review, we focus on affect, engagement, fatigue, stress, sleep deprivation, physical comfort, and social interactions. Our initial search resulted in a total of 644 studies, from which we then reviewed 35, revealing a variety of behavioral markers such as facial expressions, posture, eye movements, and speech. The most commonly used sensory devices were red, green, and blue (RGB) cameras, followed by microphones and smartphones. The methods capture a variety of behavioral markers, the most common being body movement, facial expressions, and posture. Our work serves as an investigation into various unobtrusive measuring methods applicable to the workplace context, aiming to foster a more employee-centric approach to the measurement of well-being and to emphasize its affective component. Full article

Amid growing sustainability demands, limited research explores how green organizational practices influence employee retention through personal norms. In the Chinese manufacturing sector, where talent retention is increasingly critical amid environmental challenges, this study examined the relationships between green shared vision, green corporate social responsibility (CSR), green psychological climate, and green human resource management (HRM) with employee retention, mediated by personal norms. A quantitative research design was adopted, collecting survey data from 263 employees working in the Chinese manufacturing sector. Structural equation modeling (SEM) using Smart PLS tested the direct and mediating effects of personal norms on the relationship between green organizational practices and employee retention. The results reveal that green shared vision and green CSR significantly enhance personal norms, which positively impact employee retention. Personal norms mediate the relationships between these two practices and retention. However, green psychological climate and green HRM show no significant direct or mediated effects on personal norms and retention, suggesting the need for additional contextual alignment to enhance their effectiveness. Organizations should integrate sustainability into their strategic vision and CSR activities to foster personal norms that drive retention. Efforts such as green communication campaigns, community-centered CSR programs, and targeted green HRM policies can strengthen employees’ alignment with organizational goals and reduce turnover. This study extends the theory of planned behavior (TPB) by demonstrating the role of personal norms as a mediator, providing fresh insights into the psychological mechanisms linking green practices to employee retention within China’s manufacturing context. Full article

The premise of this research is to investigate the influence of an ethical climate on the environmentally responsible behavior of employees within the accommodation sector in Pakistan. We further seek to understand this connection through the intermediation of motivation states and contingency of ethical knowledge. For this purpose, we gathered data from a sample of 290 managers serving at middle and top levels in the accommodation sector of Pakistan, employing an adapted version of the quantitative research instrument. We used Structural Equation Modeling (SEM) to test the hypothesis. We found that (1) ethical climate cultivates green behaviors and (2) motivational states partially mediate the association between ethical climate and green behavior. Additionally, (3) the influence of ethical climate on motivational states is found to be stronger in the presence of environmental knowledge. These findings apply to the accommodation sector, where hotel managers can cultivate green behavior by fostering an ethical climate and enhancing motivational states and environmental knowledge. We added empirical justification to social capital theory by enhancing the understanding of ethical climate-driven pro-environmental behavior through intermediation and intensifier. Full article

This study intends to ascertain the correlation between green banking practices and the sustainable environmental performance of private banks. It further investigates the mediating role of employee green behavior and motivation. This study used a quantitative research method to test the study hypotheses. A standardized questionnaire with a 5-point Likert scale was utilized to collect data for the survey. The sample size consisted of 376 respondents who were conveniently selected. Data were analyzed using PLS software (Version 4.0). The main finding is that employees’ green motivation mediated the link between employee-related and customer-related green practices and a bank’s environmental performance. Equally, employee green behavior mediated the link between employee-related, operation-related, and customer-related green practices and a bank’s environmental performance. This study is one of few in Bangladesh’s banking sector that provide a comprehensive overview of green banking practices, employee green motivation and behavior, and their connections to banks’ sustainable environmental performance. Full article

The increasing emphasis on environmental sustainability in organizations has underscored the need to understand how human resource practices shape employee environmental behaviors and perceptions. This scoping review examines the relationship between Green Human Resource Management (GHRM) practices and Green Psychological Climate (GPC), analyzing their combined impact on organizational environmental outcomes through the Abilities–Motivation–Opportunities (AMO) framework. Following PRISMA-P guidelines, 16 empirical studies published between 2017 and 2024 were systematically reviewed. Findings reveal strong positive associations between GHRM and GPC, with green pay and rewards, performance management, and training emerging as key drivers. GPC acts as a critical mediating mechanism, facilitating the translation of GHRM initiatives into enhanced environmental performance and voluntary green behaviors. The effectiveness of these relationships is influenced by organizational factors (e.g., ethical leadership, green culture) and individual characteristics (e.g., environmental sensitivity, age). Through the AMO lens, the results suggest that an integrated GHRM system that enhances employees’ abilities, motivation, and opportunities creates synergistic effects, fostering a sustainability-oriented climate and reinforcing pro-environmental behaviors. These findings contribute to the theoretical understanding of sustainability-oriented HRM while offering practical insights for organizations seeking to align human resource practices with environmental objectives. Full article

This study investigates the impact of Green Human Resource Management (GHRM) practices on employees’ pro-environmental behaviors (PEBs) across multiple sectors in China, including production and manufacturing, real estate, financial services, and IT industries. Data were collected from 492 participants through online and offline surveys conducted between June and August 2024, ensuring a comprehensive and representative sample. The findings reveal that GHRM significantly enhances employees’ PEBs, with green mindfulness and knowledge sharing as critical mediating mechanisms. These mediators amplify the effectiveness of GHRM by fostering deeper environmental awareness and encouraging the exchange of eco-friendly practices among employees. By integrating GHRM with knowledge management processes, the study highlights how organizations can strategically leverage HR practices to strengthen their environmental performance and foster a culture of sustainability. By emphasizing the pivotal roles of green knowledge sharing and environmental awareness, this research underscores their significance in bridging the gap between organizational practices and sustainability outcomes. The insights derived contribute to advancing theoretical understanding and practical applications of green knowledge management and sustainability, offering a robust framework for businesses seeking to align their operations with global environmental goals. Full article

This study investigates the impact of green human resource management (GHRM) practices on organizational resilience (OR) and organizational sustainability (ORS) in Pakistan’s banking sector, with a focus on the mediating and moderating roles of resilience and organizational learning (ORL), respectively. Utilizing a cross-sectional, quantitative research design and data analyzed through Partial Least Squares Structural Equation Modeling (PLS-SEM), the findings confirm that core GHRM practices, including green recruitment, training, compensation, performance appraisal, and employee involvement, significantly enhancing organizational adaptability and pro-environmental behavior. OR is shown to strongly contribute to ORS, underscoring resilience as a foundational element for sustainable performance. Additionally, ORL amplifies GHRM’s positive impact on OR, revealing that a culture of learning further strengthens the resilience benefits of GHRM. This study enriches the GHRM and sustainability literature by elucidating the synergistic roles of resilience and learning in fostering sustainability, and offers practical insights for HR managers aiming to integrate GHRM into strategic frameworks. The findings emphasize the critical role of green HR practices in bolstering resilience and adapting to environmental challenges in emerging markets. Full article

This study critically examines the mediating role of employees’ eco-friendly behavior (EFB) and the moderating role of green organizational support (GOS) within the relationship between green human resource management (GHRM) and environmental performance (EP) in Turkey’s hospitality sector. As the global hospitality industry grapples with its significant environmental footprint, this research addresses an acute need for empirically grounded insights into how organizational strategies and employee behaviors can be leveraged to achieve sustainability objectives. The study draws on primary data collected from 346 employees across multiple five-star hotels in Turkey. Data collection was facilitated through structured surveys, and analysis employed confirmatory factor analysis and structural equation modeling. Results provide evidence for EFB’s mediating role and GOS’s moderating effects. Findings underscore the need for comprehensive GHRM strategies synergized with robust GOS systems to foster employee commitment to sustainability goals. Full article

Employee green behavior plays an important role in the realization of corporate social responsibility (CSR) goals, and the employee motive attribution of CSR can affect employee green behavior. Therefore, it is important to understand how CSR motive attribution affects their green behavior. However, existing studies rarely establish a direct link between CSR motive attribution and green behavior. Based on the attribution theory, we establish a framework to explore the impact of CSR motive attributions on employees’ green behaviors. To examine our theoretical model and research hypotheses, we conducted an experimental study (Study 1) and a multi-wave survey study (Study 2). The combined results show that (substantive and symbolic) CSR motive attributions positively influence in-role green behavior; however, for extra-role green behavior, substantive CSR motive attribution positively influences it, while symbolic CSR motive attribution negatively influences it. Green intrinsic motivation positively moderates the relationship between CSR motive attributions and in-role green behavior and positively moderates the relationship between substantive CSR motive attribution and extra-role green behavior but negatively moderates the relationship between symbolic CSR motive attribution and extra-role green behavior. This research contributes to the literature related to micro-CSR and provides explanations for the favorable and unfavorable environmental results brought on by substantive and symbolic CSR, respectively. Full article

(1) Background: With the growing severity of global environmental issues and increasing consumer health consciousness, green consumption has become a prominent focus in both research and practice. However, studies on the mechanisms of health consciousness and environmental awareness influencing the purchase intentions of sports enthusiasts toward sustainable sports products remain relatively limited. This study investigates how health consciousness and environmental awareness impact the green consumption behavior of sports enthusiasts through psychological pathways, including attitude, subjective norm, and perceived behavioral control, aiming to reveal their underlying mechanisms. (2) Methods: Based on the extended Theory of Planned Behavior (TPB), this study developed a theoretical model incorporating health consciousness and environmental awareness. Data were collected via a questionnaire survey, yielding 407 valid responses. The sample was gender-balanced (52.8% male, 47.2% female), predominantly consisting of young individuals aged 26–35 (44.7%) and 18–25 (28.0%), with primary occupations being company employees/managers (46.2%) and students/teachers (25.3%). The collected data were analyzed using SPSS and AMOS software to systematically evaluate the research hypotheses and the model’s applicability. (3) Results: The model exhibited excellent fit indices, with a χ²/df value of 2.129, an RMSEA value of 0.053, an RMR value of 0.029, and GFI, CFI, NFI, and NNFI values all exceeding 0.90, indicating that the model structure adequately explained the relationships among latent variables. All research hypotheses were significantly supported (p < 0.01), demonstrating that health consciousness and environmental awareness not only directly influence purchase intentions but also exert significant indirect effects through attitude, subjective norm, and perceived behavioral control. (4) Conclusions: Health consciousness and environmental awareness are critical drivers of sports enthusiasts’ purchasing behavior for sustainable sports products. This study deepens the understanding of the mechanisms underlying green consumption behavior and offers practical implications for related businesses. Companies should enhance product healthiness and environmental friendliness while optimizing consumer psychological perceptions to increase purchase intentions. Full article

This study investigates the relationship between employees’ perceptions of organizational environmental policies (EPs) and two dimensions of organizational citizenship behaviors for the environment (OCBEs), namely eco-civic engagement (ECE) and eco-initiatives (EIs). In addition, this study examines whether these relationships are sequentially mediated by the organizational and co-worker dimensions of the green work climate (GWC) scale. An online questionnaire was used to collect data from 323 employees working in three different plants of an Italian agri-food company. The results indicate that organizational GWC was related to co-worker GWC, and both dimensions sequentially mediated the relationship between EP and OCBE. Co-worker GWC emerged as a crucial factor that increased employees’ ECE and proposal of Eis. The findings highlight the relevant role of environmental policies in fostering a sustainable organizational climate. By enabling employees to engage in green behaviors and propose green initiatives, organizations can align organizational sustainability goals with employee-driven initiatives. Finally, this study provides new insights into the interplay between organizational and team climate factors and contributes to the literature on green work behaviors. Practical implications for enhancing sustainability in workplace contexts are presented. Full article

Under the background of global climate change and sustainable development, low-carbon transformation has become an inevitable choice for China and even global economic development. As the cornerstone of social stability and the key to people’s well-being, employment is facing profound changes brought about by low-carbon development. Based on the micro perspective of enterprise behavior change, this paper takes the implementation of China’s low-carbon city pilot policy as an exogenous policy shock and constructs a time-varying difference-in-differences (DID) model to test the impact of the low-carbon city pilot policy on enterprise employment, based on the data of China’s A-share listed enterprises from 2008–2021. The results show that the implementation of low-carbon city pilot policies significantly expands the employment scale of enterprises and increases overall employment by about 6.77%. From the perspective of employment skill structure, it can promote the employment of high-skilled and low-skilled workers. From the perspective of employment position structure, it can promote the employment of production operations personnel, technology research and development personnel, and service and management personnel. These results are still valid after a series of robustness tests. The policy effect is due to the deepening of enterprise capital integration, green investment, technological innovation and vertical specialization. In addition, it is also affected by the differences of enterprise ownership, enterprise scale, industry pollution degree, regional environmental regulation, and market competition degree. Further research shows that low-carbon city pilot policies significantly reduce the share of labor income of employees in heavily polluting enterprises, resulting in the loss of employee welfare. From the perspective of employment, this paper provides more theoretical support and empirical evidence for low-carbon policies to drive changes in micro-enterprise behavior, so as to achieve the sustainable goals of “double carbon” and “stable employment”. Full article