Search Results (9)

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 aim of this paper is to identify and assess the formation of employees’ readiness to implement the green human resources management (GHRM) concept according to two research approaches: an instrumental and change-based approach, as well as to demonstrate the influence of selected individual antecedents on the formation of this readiness in business practice. The aim of the study was achieved through empirical research conducted using a survey method on a sample of 214 employees and managers from Poland. The results obtained indicate a high level of readiness of the respondents to implement the GHRM concept in their companies, regardless of the measurement method used. Moreover, it was shown that personal environmental norms, following the new environmental paradigm as well as organizational citizenship behaviors towards the environment (OCBE), significantly and positively shape the level of readiness for GHRM in the surveyed group. In contrast, there was no significant effect of individual readiness for change on employees’ readiness levels. This study makes an original and novel contribution to the literature by proposing different approaches to measuring employees’ GHRM readiness. The conclusions formulated address the implementation factors of the GHRM, enabling a more effective implementation of this concept into business practice. Full article

Translation, adaptation, and validation of instruments for cross-cultural investigation requires a rigorous methodological procedure that should be carefully planned to deliver instruments with adequate reliability and validity. This process was applied to a questionnaire measuring Organizational Citizenship Behavior toward the Environment (OCBE), Organizational Identification (OI), Environmental Responsibility (ER), and Green Human Resources Management (GHRM) in Portuguese and Slovak organizations. Several methodological procedures for cross-cultural adaptation and validation of questionnaires were analyzed, most of which used independent translators, experts’ analysis, and backward translation to the original language. In the present study, a procedure adapted from Beaton et al. (2000) was applied successfully, and the blind backward translations; expert committee; and the two pretests to assess content validity, functional equivalence, and clarity proved to be worthy. The psychometric properties were measured using a sample from Portugal (N = 122) and Slovakia (N = 269). Although employees were perceiving neither a strong environmental responsibility of their organizations nor strong green human resources management, they identified themselves with the organizations and engaged in OCBEs. Comparing both countries, the factorial structure was remarkably similar, highlighting the eco-helping actions and eco-civic engagement of OCBEs. Comparing both countries, the factorial structure was remarkably similar, highlighting the eco-helping actions and eco-civic engagement of OCBEs. The results indicated that the translated instrument was functionally equivalent to the original one, valid (scale CVI/Ave > 0.83), and reliable (Scale Alpha > 0.733) for evaluating the effect of employee practices and organization management in promoting and supporting environmental sustainability. Full article

Recently, the relationship between green human resource management (GHRM) and environmental performance has received a lot of attention from scholars. Teaching, training, and research and development carried out in higher education institutions, which are crucial sources for the promotion of sustainability, encourage GHRM. Using signaling theory, this study aimed to deal with the different roles of green training in the Ministry of Education’s corporate environmental performance. The mediation analysis of organizational citizenship behavior towards the environment was considered and the moderation role of perceived organizational support was evaluated. A survey was prepared to analyze the opinions of managers and staff of the Ministry of Education in Iran. After collecting the surveys, 211 complete responses were analyzed and the most important results from these surveys concluded that: (1) the important tools in adopted strategies for green training improve organizational citizenship behavior towards the environment (OCB) and the Ministry of Educations’ environmental performance; (2) the role of OCB in mediating the effects of training on corporate environmental performance (CEP) is essential; (3) perceived organization support (POS) has a moderation role between green training and CEP. Full article

Research lacks a solid understanding of the relational patterns between intrapersonal and organizational determinants to promote proenvironmental behavior. In this study, I investigated the effects of employees’ intrapersonal and perceived organizational determinants on voluntary proenvironmental behavior of employees (VPBE) from an integrative moral perspective. While primarily building on insights from norm activation theory and research on organizational citizenship behavior for the environment (OCBE), I developed a framework and empirically analyzed how interactions between ascriptions of environmental responsibility, perceptions of proenvironmental work climates, and affective organizational commitment influence VPBE. The findings show that even employees (in this study: student workforce) with little sense of responsibility towards nature can be subtly encouraged to practice VPBE. I discuss the findings against the backdrop of integrated and introjected norms and provide managerial advice. The study contributes to a theoretical broadening of the norm activation theory in workplace contexts and advances our knowledge of conditional effects and normative mechanisms underlying VPBE. Full article

This current study aimed to investigate the relationship among green transformational leadership (GTL), organizational citizenship behavior towards the environment (OCBE), organizational identification, and sustainable performance. Data from 201 manufacturing firm representatives in the northeast of China were collected by using an online survey form and then analyzed using PLS-SEM. Findings revealed that GTL is positively related to sustainable performance, and OCBE mediates the relationship between GTL and sustainable performance. In addition, the moderating role of organizational identification between GTL and OCBE has not been proved in the current study. This current study enriches the literature on sustainable performance, finding that GTL plays an important role in sustainable performance. Moreover, this study provides information to employers who want to improve sustainable performance by implementing GTL practices. It further enables them to understand the significance of OCBE in improving sustainable performance. Full article

Many organizations face the important challenges of motivating employees effectively to participate in corporate social responsibility initiatives and maintaining socially responsible human resource management practices. We examine whether socially responsible human resource management (SRHRM) practices can affect employees’ social responsibility-related behaviors, such as organizational citizenship behavior for the environment (OCBE). Based on proactive motivation theory, we propose a multiple-mediation model, selecting moral efficacy, felt obligation, and empathy as the mediators. We analyzed data from a sample of 535 employees from 23 manufacturing companies in China. The results show that SRHRM practices have a significant positive effect on OCBE. We also found that moral efficacy, felt obligation, and empathy significantly mediate the effect of SRHRM practices on OCBE and that there is no significant difference among the three mediation paths. Our study suggests that organizational pursuit of the socially responsible human resource management practices is an effective pathway to make employees feel more responsible toward global sustainability. Full article

Voluntary pro-environmental behaviors in the workplace such as organizational citizenship behavior towards environment (OCBE) are pertinent for the organizations striving to become environmentally responsible entities. The significance of OCBE for green organizational initiatives has led scholars to strive for expanding its nomological network. Approaching from the theoretical angle of the social information processing approach, this quantitative, survey-based study theoretically links and empirically tests the impact of environmental transformational leadership on organizational citizenship behavior towards environment (OCBE) via mediating mechanism of perceived meaningful work. Data from a sample of 311 employees working in Pakistan’s hospitality sector were collected and analyzed to test the hypothesized relationships using structural equation modelling. Results indicated the indirect effect of perceived meaningful work on the relationship between environmental transformational leadership and organizational citizenship behavior towards environment. Implications of both theoretical and practical nature are laid out in the relevant sections of the paper. Full article

The manufacturing sector is one of the major sources contributing towards economies as well as environmental pollution. Contributing to the theory of ability motivation opportunity theory, the aim of the current study was to investigate the mediating role of organizational citizenship behavior towards the environment on the relationship between green human resources management (green recruitment and selection, green training, green rewards, and green performance evaluation), corporate social responsibility, and sustainable performance (economic, social, and environmental performance). The quantitative survey research design was used in the current study and structured questionnaires were distributed for the collection of data. The cross-sectional data were collected from 150 firms. Sample of the study was consisted of HRM managers, directors. Total 200 questionnaires were distributed but 150 completed responses were received and analyzed. A structured questionnaire was used. For data analysis, smart partial least square structural equation modeling (PLS-SEM) was used. The measurement model and the structural model were developed and tested in the study. The measurement model aim was to investigate and establish reliabilities and validities of the instrument while to test hypotheses structural model was formulated/developed. Results revealed that the instrument was found reliable and valid; the instrument has met all standard criteria for average variance extracted, composite/construct reliability factor loadings, and alpha values. While structural models illustrated that all hypotheses are accepted. It is concluded from the results that organizational citizenship behavior towards the environment significantly mediated the relationship between corporate social responsibility and green human resource management practices. This implies that organizational citizenship behavior towards environment significantly effects sustainable performance. The originality of the current study lies in highlighting corporate social responsibility, green human resources management practices to enhance sustainable performance through organizational citizenship behavior towards environment. Full article