Search Results (10)

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 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

This study examines how Green Human Resource Management practices improve employees’ eco-friendly behavior and green performance, and the mediator effect of affective commitment in these relationships. Our sample included 449 employees, from different Portuguese tourism organizations. The results demonstrate that the implementation of Green Human Resource Management practices produces a positive effect on eco-friendly behavior, green performance, and affective commitment, with commitment mediating the mentioned relationship. Therefore, when organizations apply greener Human Resources Management, they might influence positively the attitudes and behaviors of their employees, improving their affective commitment and, consequently, their eco-friendly behaviors and green performance. This research is innovative as it integrates Green Human Resource Management, eco-friendly behavior, green performance, and affective commitment in a single research model, expanding the knowledge over these topics, and suggesting that organizations should establish Green Human Resource Management policies, especially those that strengthen employees’ affective attachment and improve their eco-friendly behavior as well as the organization’s green performance. Full article

Increasingly, manufacturing enterprises are compelled to pursue innovative solutions to environmental issues. Addressing such issues requires mindful leadership to support employees and organizations in maintaining awareness during complex situations, which then promotes environmental sustainability. Drawing on social information processing theory, this study theorizes and tests the relationships between mindful leadership, employee moral reflectiveness, environmental passion, and employee green creativity. To test the model, we utilize a two-wave multisource dataset comprising 215 workers from manufacturing firms in China. The findings demonstrate that mindful leadership has a positive relationship with employee green creativity. Additionally, our research reveals that both moral reflectiveness and environmental passion serve as mediators in linking mindful leadership to employee green creativity. Crucially, our empirical analysis suggests a serial mediation model, examining the sequential role of moral reflectiveness and environmental passion in the relationship between mindful leadership and employee green creativity. The findings provide a new viewpoint on employees’ eco-friendly behaviors and have practical implications for improving environmental sustainability within organizations. Full article

Environmental issues are gradually increasing due to increases in carbon emissions, overproduction, plastic use, the burning of fossil fuels, etc. Therefore, ecological sustainability is a primary concern for society and the upcoming generation. Considering this, the present research objective is to examine the factors influencing employee eco-friendly behavior (EEBH) and firm environmental performance (FEP). Cross-sectional data were accumulated from 403 employees working in casual dining restaurants in China and analyzed through partial least squares structural equation modeling (PLS–SEM) approaches (i.e., PLS algorithm, bootstrapping, blindfolding, and PLS prediction). The findings support the significant effect of environmental concern (ENVC) on employee organizational commitment (EOC), employee job satisfaction (EJoS), and EEBH. In addition, EOC and EJoS directly and indirectly influence EEBH. Furthermore, EOC also mediates the link between ENVC and EJoS. Finally, the findings also show that EEBH stimulates environmental performance. By showing the links between these elements, it has been emphasized that EEBH is a precondition of good organizational productivity and how it contributes to enhancing the EJoS and overall firm’s health. It challenges managers to create a work environment that is conducive to sustainability for improved customer relations and a strong reputation for the organization in society. Full article

This study examines the dynamic relationship between green human resource management (green HRM), environmental performance (EP), green employee behavior (GEB), and environmental knowledge and awareness (EKAW) within the Egyptian hospitality sector context. Using Pearson correlation coefficients and regression analyses on a sample of 400 staff members from hotels and tourist villages in Egypt, the study examines green HRM practices’ influence on EP, mediated by GEB and EKAW. The findings reveal significant positive correlations between green HRM practices and these mediators, indicating that comprehensive environmental strategies and incentive management are pivotal in promoting eco-friendly practices among employees. The study further confirms GEB and EKAW’s substantial mediating roles in enhancing EP. The results also suggest that while EKAW and GEB independently contribute to EP, their interaction, and the role of environmental awareness as a potential mediator warrant further examination. This research contributes to the literature on sustainable business practices by underscoring human resource strategies’ integral role in achieving environmental sustainability goals, highlighting the importance of incentivizing green practices, and cultivating an organizational culture prioritizing EKAW. These insights are precious for organizations seeking to enhance their ecological footprint through effective green HRM practices. Full article

In the global fight against climate change, stimulating eco-driving could contribute to the reduction of CO₂ emissions. Company car drivers are a main target in this challenge as they represent a significant market share and are typically not motivated financially to drive more fuel efficiently (and thus more eco-friendly). As this target group has received little previous research attention, we examine whether digitally administered feedback and coaching systems can trigger such company car owners to drive eco-friendly. We do so by using respondents (employees of a financial services company (N = 327)) that voluntarily have a digital device (‘dongle’) installed in their company car, which monitors and records driving behavior-related variables. In a longitudinal real-life field study, we communicate eco-driving recommendations (e.g., avoid harsh braking, accelerate gently, etc.) to the respondent drivers via a digital (computer) interface. Over a 21-week time frame (one block of seven weeks before the intervention, seven weeks of intervention, and seven weeks after the intervention), we test whether eco-driving recommendations in combination with personalized, graphical ‘eco-score index evolution’ feedback increase eco-driving behavior. We also experimentally evaluate the impact of adding social comparison elements to the feedback (e.g., providing feedback on a person’s eco-driving performance compared to that of the same car brand users). Structural Equation Modeling (in MPlus 8.4) is used to analyze data. Our results show that digitally administered personal performance feedback increases eco-driving behavior both during and after the feedback intervention. However, we do not observe increased effects when social comparison information is added to the feedback. As this latter element is surprising, we conclude with a reflection on possible explanations and suggest areas for future research. We contribute to the sustainable eco-driving literature by researching an understudied group: company car drivers. More specifically, we contribute by demonstrating the effectiveness of digitally administered personal performance feedback on eco-driving for this group and by observing and reflecting on the (in)effectiveness of feedback containing social comparison information. Full article

Due to increasing concerns and pressure from stakeholders, firms are eager to initiate green initiatives to produce ecofriendly products and services, which are less harmful for the environment. Consumers are willing to pay high prices for ecofriendly products and services. Thus, firms need a motivated workforce to achieve their green objectives. This is only possible if firms adopt their green policies in their green shared vision and start socially responsible activities to gain society’s and stakeholders’ attention, which is possible if firms start CSR activities at regular intervals. The purpose of this study was to examine the mediating role of “Green Human Resource Management” (GHRM) on the relation between corporate social responsibility (CSR), green shared vision (GSV), and voluntary green work behavior (VGWB). Employees of manufacturing companies were the participants of the present study and a non-probability convenience sampling technique was employed to determine the sample size. Data were gathered from manufacturing companies using a cross-sectional survey method. The total number of firms included was 100, and information on the firms included in the study included cement (10), sugar (26), leather (22), steel (8), food (21), beverages (2), furniture (3), construction (2), pharmaceutical (2), plastic (2), and dairy (2). The total number of questionnaires distributed among employees of the above-mentioned manufacturing firms was 700, and 500 completed questionnaires were used in the analysis, thus yielding a response rate of 71.42%. Using the smart PLS partial least square software (Version 4), the structural equation modeling (PLS-SEM) technique was applied for the statistical analysis. It was evident from the results that the measurement model had established convergent and discriminant validities. A structural model for testing hypotheses was established in the second step. Findings of the study revealed that CSR, GSV, and GHRM practices and VGWB were significantly related with each other. CSR, GSV, and GHRM have significant effects on VGWB. Additionally, it can be inferred from the results that GHRM significantly mediated the relationship between corporate social responsibility and green shared vision and VGWB. From Pakistan’s perspective, the research study has applied and validated the natural resource-based view (NRBV) theory, and practitioners and researchers may benefit from its findings. This study has opened doors and paved a path for future studies to use this model and come up with interesting findings by adding more mediating variables. For any organization, it is imperative to have a motivated team which is capable enough to help firms to achieve their green targets. Hiring talented and hardworking employees and initiating socially responsible activities help firms to obtain a competitive advantage and enhance the VGWB of their employees. Full article

Studies on the effect of biospheric value, eco-design, and green management intransigence on perceived green performance in the tourism and hospitality industry are gradually emerging. However, more evidence is needed from the aviation industry or airport context, especially in Africa. This cross-sectional study aims to probe and demonstrate the effect of biospheric value on green management intransigence and perceived green performance, the mediating role of management intransigence and biospheric value, and the influence on pro-environmental behavior among airport management and employees. The extended theory of planned behavior (TPBe) and triple bottom line theory (TBL)/sustainable economic development theory (SED) (TBL/SED) set the foundation for this research study. With the case study approach, data were collected through online questionnaires from employees and management staff of two international airports in Lagos and Abuja, Nigeria. This scientific study contributes to the literature on green energy by shedding light on the importance of integrating green practices into airport operations with environmentally friendly programs. Its focus on green management intransigence and its implications on employees’ behavior has received little or no attention. The data were analyzed using PLS-SEM and Importance–performance matrix analysis (IPMA). The IPMA is innovative as it helps to extend the results of PLS-SEM by also taking the importance and performance of each construct into account graphically as it relates to green airport management. IPMA posits that management tends to take actions to improve conditions that enhance factors of most significant concern to stakeholders. Our results reveal the effect of biospheric value and the behaviors of management and nonmanagement staff of the selected airports on the green performance with apparent differences in the group-specific performance. In practice, this implies an urgent need for airport management to review their approach and strategy to sustainable practices, airports’ resilience, and adaptation to climate change for sustainable tourism development. This study advances scientific and practical knowledge of eco-design of airport buildings (EAB), biospheric-value (BV), and green management intransigence (GMI). The findings can assist decision makers and practitioners in embracing green technologies and practices in airport management and operations. Full article

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