Search Results (21)

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

Landfill leachate, a complex wastewater generated from municipal solid waste (MSW) landfills, presents significant environmental challenges due to its high organic content and toxic pollutants. This study proposes a sustainable solution by employing the green synthesis of copper oxide nanoparticles (CuO NPs) using durian (Durio zibethinus) husk extract, which serves as a natural reducing and stabilizing agent. This approach transforms agricultural waste into a valuable resource for environmental remediation. The synthesis was carried out under mild conditions, avoiding harmful chemicals and reducing energy consumption. The CuO NPs were characterized by scanning electron microscopy (SEM), high-resolution transmission electron microscopy (HR-TEM), X-ray diffraction (XRD), energy-dispersive X-ray spectroscopy (EDX), Fourier-transform infrared spectroscopy (FTIR), and UV-Vis spectroscopy to examine their morphology, crystallinity, purity, and optical properties. SEM and HR-TEM analyses revealed mainly spherical nanoparticles with an average size of 35–50 nm and minimal aggregation. XRD analysis confirmed the presence of a highly crystalline monoclinic phase of CuO, while the EDX spectrum showed distinct peaks corresponding to copper (72%) and oxygen (28%) by weight, confirming the high purity of the material. Preliminary tests demonstrated the photocatalytic efficiency of the CuO NPs, achieving up to a 79% reduction in chemical oxygen demand (COD) in landfill leachate. These findings underscore the potential of green-synthesized CuO NPs for environmental applications, offering an innovative, sustainable method for wastewater treatment and supporting the advancement of solid waste management practices. 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

Purpose: This study proposes a conceptual model integrating ecological and inclusive perspectives within sustainable human resource management (SHRM). It introduces a novel framework that bridges gaps in the literature by integrating ecological sustainability and social inclusivity dimensions to enhance SHRM practices. Design/Methodology/Approach: A systematic literature review synthesizes Green HRM practices and diversity, equity, and inclusion (DEI) principles. The framework is built around three dimensions: ecological sustainability, social inclusivity, and integrated sustainability. Findings: The model demonstrates the synergies between ecological and inclusive practices in SHRM. It shows how Green HRM and DEI enhance employee engagement, organizational resilience, and sustainability performance. The study highlights the uniqueness of integrating ecological and inclusive dimensions in achieving comprehensive sustainability, offering a theoretical advancement in SHRM frameworks. Practical Implications: The framework provides a roadmap for organizations to implement sustainability initiatives, including eco-friendly recruitment, inclusive green training, and equitable work policies. Addressing environmental and social goals simultaneously improves organizational performance and employee well-being. Originality/Value: This research introduces a novel framework that integrates ecological and inclusive dimensions into SHRM. It is the first to emphasize the interplay between Green HRM and DEI as foundational components of sustainable HR practices, providing both theoretical and practical contributions. Full article

The objective of this paper is twofold. First, it systematizes knowledge about green management practices as a manifestation of the green human resource management (HRM) concept. Second, it diagnoses the practices of green management in construction companies in Poland. The research is qualitative and was conducted in three construction companies (one large, one medium, and one small-sized). Due to the small sample size, the study is treated as a pilot study. The research concluded that although green management practices are employed in the studied companies, they are neither systemic nor satisfactory in intensity. In the large company, green management practices are visible at all stages of the human resource process except for employee appraisal. In the medium and small companies, green management is limited to the development of green knowledge and employee awareness activities. The added value of this paper is an original tool for diagnosing the level of advancement of green management practices in competence management, which can be used in various types of business entities, regardless of the sector or industry. Full article

The 21st century has spotlighted environmental sustainability in global discourse, urging businesses to act responsibly amidst climate change and resource depletion. This study explores the role of green human resource management (GHRM) in fostering the New Ecological Paradigm (NEP) among employees, enhancing organizational commitment (OC), and promoting organizational citizenship behavior towards the environment (OCBE) within the hospitality industry. Findings demonstrate that GHRM practices, including green recruitment, training, and performance management, significantly improve environmental performance and employee engagement in sustainability initiatives. Data were collected from 382 employees working in 5-star hotels in South Korea, utilizing a structured online survey to gather insights into GHRM’s influence on NEP, OC, and OCBE. The analysis was conducted using covariance-based structural equation modeling (CB-SEM) to rigorously test the hypothesized relationships among these constructs. However, integrating GHRM with NEP presents challenges, such as aligning organizational culture with eco-centric values and overcoming resistance to change. Motivated by the urgent need for sustainability, this research underscores the necessity for integrated HRM approaches to achieve sustainability. A key motivation behind this integration is to establish a workforce that not only understands but actively champions environmental stewardship, thereby strengthening the organization’s reputation and competitive advantage. Additionally, challenges such as balancing short-term operational costs with long-term environmental goals persist, requiring strategic commitment and effective resource allocation. Recommendations include embedding sustainability in HR policies, providing comprehensive environmental training, incentivizing green initiatives, establishing robust monitoring systems, and fostering cross-departmental collaboration to reduce the ecological footprint. This study contributes to the growing body of literature on sustainable business practices and highlights the strategic importance of eco-leadership. Full article

The purpose of this study is to understand Green Human Resource Management (GHRM) practices, considerations that facilitate Green Organizational Culture (GOC) and Organizational Agility (OA), and the connection between these factors and the social performance (SP) and environmental performance (EP) of businesses. The target population of the current study comprises a Bangladeshi organization (manufacturing, university and service). In this quantitative study, data were collected using structured questionnaires. The final sample consisted of 445 respondents, and the data were analyzed using the Structural Equation Modeling (SEM) technique. Both Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) were conducted to ensure the validity and reliability of the measurement model. The results show that social GHRM has a beneficial effect on social and environmental performance factors. This research also discovered employee’s ideas about GRRM, GOC OA, and improving an organization’s social and environmental performance for long-term growth. Our results show that hiring, teaching, evaluating, and rewarding employees in ways that avoid harming the natural world are all examples of HR management practices that help create a green workplace culture. This work adds to the resource-based view (RBV) and transitive leadership (TL) theory by showing the things that contribute to an organization’s green culture and agility help the link between social and environmental performance and green HRM practices. Organizations in Bangladesh can benefit greatly from the GHRM model that this study suggests, as OC and OA have a good effect on both society and the environment. Full article

Green work–life balance (GWLB) has emerged from sustainability and work–life balance (WLB) studies. The goal is to examine how GWLB policies benefit organisations. This focuses how individuals could reduce an organisation’s environmental impact. The sustainability of green human resource management (GHRM) practices and human resource (HR) operations has changed significantly in recent years. HR are an organisation’s most important assets. This study examines how GWLB and GHRM practices affect a corporate sustainability performance (CSP) and employee retention (ER) of UK’s industrial companies. It also examines how organisational culture (OC) andgreen innovation (GI), affect these aspects. This study surveyed 450 operational supervisors in a variety of manufacturing firms in the UK. A self-administered survey using a scale was used to collect data. SPSS 26 and Smart PLS 4 analysed the data. According to research, GHRM practices and GWLB programs improve CSP and ER. The data also show that GI mediates the relationship between GHRM practices, ER, GWLB, and CSP. In the UK manufacturing industry, OC helps maintain a GWLB, ER, implement environmentally friendly HR practices, and achieve CSP goals. This study will methodologically, practically, and theoretically affect HR specialists, academics, and corporate leaders. Full article

Currently, there are no reliable prognostic factors to determine which upper tract urothelial carcinoma (UTUC) patients will progress after radical nephroureterectomy (RNU). We aim to evaluate whether liquid-biopsy-based biomarkers (circulating tumor cells (CTCs), cell-free DNA (cfDNA), and circulating tumor DNA (ctDNA)) were able to predict clinical outcomes in localized UTUC patients undergoing RNU. Twenty patients were prospectively enrolled between 2021 and 2023. Two blood samples were collected before RNU and three months later. CTCs and cfDNA were isolated and evaluated using the IsoFlux system and Quant-iT PicoGreen dsDNA kit, respectively. Droplet digital PCR was performed to determine ctDNA status. Cox regression analysis was performed on CTCs, cfDNA, and ctDNA at two different follow-up time points to examine their influence on tumor progression and cancer-specific survival (CSS). During a median follow-up of 18 months, seven (35%) patients progressed and three (15%) died. Multivariate analysis demonstrated that cfDNA levels three months after RNU are a significant predictor of tumor progression (HR = 1.085; p = 0.006) and CSS (HR = 1.168; p = 0.029). No associations were found between CTC enumeration and ctDNA status with any of the clinical outcomes evaluated. The evaluation of cfDNA levels in clinical practice could improve the disease management of UTUC patients. Full article

The comprehensive use of high-resolution remote sensing (HRS) images and deep learning (DL) methods can be used to further accurate urban green space (UGS) mapping. However, in the process of UGS segmentation, most of the current DL methods focus on the improvement of the model structure and ignore the spectral information of HRS images. In this paper, a multiscale attention feature aggregation network (MAFANet) incorporating feature engineering was proposed to achieve segmentation of UGS from HRS images (GaoFen-2, GF-2). By constructing a new decoder block, a bilateral feature extraction module, and a multiscale pooling attention module, MAFANet enhanced the edge feature extraction of UGS and improved segmentation accuracy. By incorporating feature engineering, including false color image and the Normalized Difference Vegetation Index (NDVI), MAFANet further distinguished UGS boundaries. The UGS labeled datasets, i.e., UGS-1 and UGS-2, were built using GF-2. Meanwhile, comparison experiments with other DL methods are conducted on UGS-1 and UGS-2 to test the robustness of the MAFANet network. We found the mean Intersection over Union (MIOU) of the MAFANet network on the UGS-1 and UGS-2 datasets was 72.15% and 74.64%, respectively; outperforming other existing DL methods. In addition, by incorporating false color image in UGS-1, the MIOU of MAFANet was improved from 72.15% to 74.64%; by incorporating vegetation index (NDVI) in UGS-1, the MIOU of MAFANet was improved from 72.15% to 74.09%; and by incorporating false color image and the vegetation index (NDVI) in UGS-1, the MIOU of MAFANet was improved from 72.15% to 74.73%. Our experimental results demonstrated that the proposed MAFANet incorporating feature engineering (false color image and NDVI) outperforms the state-of-the-art (SOTA) methods in UGS segmentation, and the false color image feature is better than the vegetation index (NDVI) for enhancing green space information representation. This study provided a practical solution for UGS segmentation and promoted UGS mapping. Full article

The well-being and performance of military institutions, especially for personnel such as village superintendents serving in remote areas, is a significant concern that requires an expansion of resources. The research objective explored how leadership, job demands and resources, and green human resource practices (Green HR Practice) can interact to promote the well-being and performance of military personnel in Indonesia. The research method was an explanatory survey that collected cross-sectional data through the random distribution of questionnaires to 586 village superintendents across Java Island, including those in remote areas. The sampling method was simple random sampling. The multivariate analysis employed structural equation modeling (SEM) procedures. The research findings revealed that personnel in military institutions, amidst the broader demands of non-war activities, require support from stable and institutional resources that can enhance their well-being. Stable resources play a crucial role in promoting employee well-being and ensuring non-war performance in military institutions. Adopting a green transformational leadership (GTL) model not only brings about changes in the performance and well-being of military personnel but also entails a focus on transforming the HR governance system into a green system, thus showcasing ethical responsibility towards employee well-being and performance. The research further discussed the significance of leadership as a key resource that facilitates the implementation of green HR practices aimed at enhancing employee well-being and performance. Practical Implications: In military institutions, incorporating leadership into the JD-R model could lead to a better understanding of how leadership styles and behaviors impact personnel performance and inform strategies for improving performance through effective leadership development and management. Full article

Increasingly negative business processes and climate change have prompted businesses to incorporate green lifestyle practices into their working systems as a promising first step. This study investigates the impact of green human resource management practices on green organizational citizenship behavior, with a green lifestyle acting as a mediator and green innovation and green shared value acting as moderators. The data were collected from 347 hotel industry employees in China, and the partial least squares structural equation modeling PLS-SEM technique was applied to verify the hypothesis relationships. The results show that green HRM practices positively and significantly impact green lifestyle and organizational citizenship behavior. Meanwhile, findings indicate that a green lifestyle positively mediates the relationship between green HRM practices and green organizational citizenship behavior. Furthermore, results show that green shared value significantly moderates the relationship between a green lifestyle and green organizational citizenship behavior. The moderating effect of green innovation is insignificant in the relationship between green HRM practices and green lifestyles. Finally, this article discusses the managerial implications and future insights. This study is useful for HR managers in the hotel industry to make the best possible strategic decisions and formulate the best possible strategies accordingly. Finally, this study provides insights for other practitioners and academics to better understand the concept of green lifestyles in order to improve green organizational citizenship behavior in their organizations. Full article

Sustainability is a vital strategy for manufacturing industries to address major environmental issues. Stakeholders’ growing ecological awareness is forcing manufacturers to adopt green human resource management practices (green HRM practices) and environmental management systems (EMS) to improve sustainable performance (SP). This research explores the key themes of green HRM practices, EMS, and OCBE, and how these themes affect the environment and explain SP among ISO14001-certified manufacturing firms. This research used a qualitative methodology following an interpretivist approach. It employed the thematic networks technique, using qualitative data to achieve the objectives. The qualitative data were collected using semi-structured interviews conducted with HR managers and then analyzed using NVivo 12. Thematic network analysis explores basic and organizing themes within qualitative data. Four central (parent) themes, i.e., green HRM practices, OCBE, EMS, and SP, emerged. First, green HRM was sub-divided into three sub-themes: (i) green recruitment and selection, (ii) green training and development, and (iii) green assessment and rewards. Consequently, OCBE was then sub-divided into three themes: (i) eco-helping behavior, (ii) eco-initiatives behavior, and (iii) eco-civic engagement behavior emerged. Likewise, EMS was sub-divided into three themes: (i) ISO14001, (ii) EMS key benefits, and (iii) EMS key motives. Lastly, SP was further divided into three sub-themes: (i) economic, (ii) social, and (iii) environmental. This research also discusses important implications for managers and organizations. Full article

Due to rapid industrial developments and the effects of the economic revolution such as high production rates and non-ecofriendly supply systems, environmental pollution has been observed in recent years and environmental issues are increasingly becoming a concern on the planet. For this reason, there is little doubt that business organizations have been forced more and more to implement green business strategies for stakeholders, facing the necessity to improve their employees’ environmental performance. Using 461 US employees in the environmental related industries, we found empirical evidence between employees’ green performance, organizational culture and adaptability capability. Finally, the present study suggests two main corporate elements for green policy makers in eco-friendly organizations that the alignment of firm environmental strategy with strategic human resources (HR) should include (1) an organizational culture that supports employee green practices and (2) employee adaptability competency that enables workers to respond to the evolving environmental challenges as main component of analysis. Full article