The role of green human resource management in driving hotel’s environmental performance: Interaction and mediation analysis

2020 ◽  
Vol 88 ◽  
pp. 102392 ◽  
Author(s):  
Nhat Tan Pham ◽  
Tan Vo Thanh ◽  
Zuzana Tučková ◽  
Vo Thi Ngoc Thuy
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Mediation Analysis ◽  
Environmental Performance ◽  
Green Human Resource Management

scholarly journals The Effect of Green Human Resource Management on Environmental Performance of Red Crescent with Mediating Role of Green Culture Empowering Factors

2020 ◽  
Author(s):  
Alireza Rajabipoor Maybodi ◽  
Leila Andervazh ◽  
Mehdi Mokhtari Payam ◽  
Azin Kayedian ◽  
Mohsen Bardestani
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Structural Equation ◽  
Mediating Role ◽  
Management Measures ◽  
Green Human Resource Management

Background: Green human resource management refers to activities involving development, implementation, and ongoing maintenance of a system that leads to greening employees of an organization. Human resources’ issues cannot be limited to one area of expertise. As a result, decisions and performance of the personnel officers at all levels affect the organization’s performance. So, this study aimed to investigate the effect of green human resource management on environmental performance of Red Crescent with mediating role of green culture empowering factors. Methods: The present study was applied in purpose and since the structural equation modeling method was used to test the hypotheses, it is considered as a correlation analysis. The statistical population consisted of 440 Red Crescent employees in Khuzestan province. The sample size of the study was determined as 205 using the Jersey and Morgan Table. The participants were selected using simple random sampling method. The data collection tool was a questionnaire and the collected data were analyzed using structural equation test by SPSS 24 and Lisrel 8.5 software. Results: Based on the findings, the green human resource management measures had a positive significant effect on environmental performance and green culture factors with a significant amount of 2.53 and 6.54, respectively. Furthermore, empowerment factors had a positive significant effect on environmental performance with a significant amount of 2.40. In addition, the mediating role of green culture empowerment factors was confirmed in the relationship between green human resource management measures and environmental performance (0.536). Conclusion: Since environmental problems and their effects have a great impact on the performance of Red Crescent employees and on the attitude of domestic and foreign consumers towards domestic products, environmental performance of the Red Crescent should be considered. Moreover, the Red Crescent should use green human resource management to work on the growth and development of green human resources.

scholarly journals The Effect of Green Human Resource Management on Environmental Performance in Small Tourism Enterprises: Mediating Role of Pro-Environmental Behaviors

2021 ◽  
Vol 13 (4) ◽  
pp. 1956
Author(s):  
Ibrahim A. Elshaer ◽  
Abu Elnasr E. Sobaih ◽  
Meqbel Aliedan ◽  
Alaa M. S. Azazz
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Direct Effect ◽  
Environmental Performance ◽  
Equation Modeling ◽  
Environmental Behaviors ◽  
Tourism Enterprises ◽  
Green Human Resource Management

Research on the interrelationship between green human resource management (GHRM), employee pro-environmental behaviors, and environmental performance remains very limited, especially in relation to small tourism enterprises. This research bridges a knowledge gap and examines the direct effect of GHRM on environmental performance in small tourism enterprises and the indirect effect through employee pro-environmental behaviors. For this purpose, a quantitative research approach was adopted using a pre-tested instrument. A questionnaire was handed to employees in small hotels and travel agencies in Greater Cairo, Egypt. The results of structural equation modeling (SEM) showed a positive significant effect of GHRM on both types of pro-environmental behaviors (tasked-related and proactive). However, the results, surprisingly, showed no significant direct effect of GHRM on environmental performance. Notwithstanding, there was an indirect, positive, and significant effect of GHRM on environmental performance through tasked-related and proactive pro-environmental behaviors. This reflects the value and vital role of employee pro-environmental behaviors in the relationship between GHRM and environmental performance in small tourism enterprises. The research provided various implications for tourism scholars and practitioners, especially those related to small tourism enterprises. Research limitations and opportunities for further research are also discussed.

Green intellectual capital, green HRM and green social identity toward sustainable environment: a new integrated framework for Islamic banks

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Ali ◽  
Chin-Hong Puah ◽  
Anum Ali ◽  
Syed Ali Raza ◽  
Norazirah Ayob
Keyword(s):  
Resource Management ◽  
Social Identity ◽  
Human Resource Management ◽  
Human Resource ◽  
Intellectual Capital ◽  
Environmental Performance ◽  
Employee Commitment ◽  
Content Type ◽  
Islamic Bank ◽  
Green Human Resource Management

PurposeThe role of green human resource management in Islamic banking remains relatively unexplored. This study focuses on how green human resource management plays a part using intellectual capital and how green human resource improves employee commitment, eco-friendly behavior and environmental performance in Islamic banks.Design/methodology/approachThis paper integrated two well-established theoretical frameworks, namely, intellectual capital-based view theory and social identity theory. A survey-based research instrument was employed to collect sample data of 231 respondents. To test hypotheses, we considered partial least square structural equation modeling (PLS-SEM)-based approach using SmartPLS.FindingsThe results indicate that green human capital, green structural capital and green relational capital significantly influenced green human resource management. Similarly, green human resource management showed a significant positive impact on employee commitment, eco-friendly behavior and environmental performance. Moreover, this study found significant positive results on the interrelationship between employee commitment, eco-friendly behavior and environmental performance. The outcomes recommend that Islamic bank HR managers and top management should strengthen green human resource management policies. Additionally, the Islamic bank HR department should consider bank intellectual capital and employee social identity while making environment-friendly policies.Originality/valueThis study provides novel contributions by offering some useful guidelines to Islamic bank managers and practitioners. In addition, our research aids general green human resource literature and adds value to promoting a sustainable organization.

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