Implications of GHRM on organisational citizenship behaviour: the mediating role of enablers of green culture

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Paul Kivinda Muisyo ◽  
Su Qin ◽  
Thu Hau Ho ◽  
Mercy Muthoni Julius ◽  
Tsirinirinantenaina Barisoava Andriamandresy
Keyword(s):  
Employee Empowerment ◽  
Manufacturing Companies ◽  
Peer Involvement ◽  
Content Type ◽  
Individual Level ◽  
Mediating Role ◽  
Green Human Resource Management ◽  
Organisational Level ◽  
Level Of Analysis

PurposeThe purpose of this research is to examine how firms can build collective organisational citizenship behaviour towards the environment (OCBE) from green human resource management (GHRM) practices. The study tests how the three main aspects of GHRM, namely green abilities, green motivation and green opportunities, give rise to the enablers of green culture (EGC). The study further tests how each of the EGC (leadership emphasis, message credibility, peer involvement and employee empowerment) leads to the development of OCBE at the organisational level of analysis.Design/methodology/approachData were collected from Taiwanese manufacturing companies with a target of departmental heads. The authors managed to get 284 valid responses and analysed the data using path analysis on Stata12.FindingsThe study findings suggest that GHRM practices that include developing green abilities, green motivation and green opportunities support the development of the EGC. The EGC include leadership emphasis, message credibility, peer involvement and employee empowerment. It was, however, found that green abilities do not support the development of message credibility. It was further found the EGC lead to the development of collective OCBE except for peer involvement.Originality/valueThe authors propose an original concept of EGC in the context of Taiwanese manufacturing firms. This paper is amongst the pioneer papers to test the OCBE at organisational level. The authors also develop an integrated conceptual framework upon which firms can use in order to build OCBE at organisational level. Previous studies have examined OCBEs at employee/individual level.

Implications of green HRM on the firm's green competitive advantage: the mediating role of enablers of green culture

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Paul Muisyo ◽  
Qin Su ◽  
Thu Hau Ho ◽  
Mercy Muthoni Julius ◽  
Muhammad Shahjahan Usmani
Keyword(s):  
Competitive Advantage ◽  
Large Scale ◽  
Peer Involvement ◽  
Manufacturing Firm ◽  
Content Type ◽  
Mediating Role ◽  
Large Scale Survey ◽  
Green Human Resource Management ◽  
The Relationship

PurposeThe available literature demonstrates that green human resource management (GHRM) practices enhance the firm's green performance. However, the studies fail to show how GHRM practices give rise to green culture and how such green culture influences the green competitiveness of a firm. Anchored on the Ability Motivation Opportunity (AMO) theory, this study investigates how firms can build green competitive advantage from GHRM. The study focuses on four enablers of green culture (EGC): leadership emphasis, message credibility, peer involvement and employee empowerment. The study tests the mediating role of each EGC in the relationship between GHRM and green competitive advantage (GCA). The study findings provide managers with a deeper understanding of how GHRM supports the development of the EGC and how they explain the firm's GCA.Design/methodology/approachData was collected from a large-scale survey of Malaysia's manufacturing firm. We managed to collect 96 valid and useable questionnaires.FindingsWe find that GHRM practices give rise to EGC and the EGC mediate the relationship between GHRM and GCA.Originality/valueThe study presents the EGC in the green competitiveness context and goes further to test its mediating role in the GHRM–GCA relationship. We also develop a novel conceptual framework that manufacturing firms can deploy to attain green competitive advantage.

The mediating role of financial performance in the relationship between green innovation and firm value: evidence from ASEAN countries

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Nur Asni ◽  
Dian Agustia
Keyword(s):  
Financial Performance ◽  
Firm Value ◽  
Mediating Effect ◽  
Manufacturing Companies ◽  
Green Innovation ◽  
Content Type ◽  
Mediating Role ◽  
Asean Countries ◽  
The Relationship

PurposeThe purpose of this paper is to investigate the mediating role of financial performance (FP) in modelling the relationship between green innovation (GI) and firm value (FV), using ASEAN countries as sample with panel analysis.Design/methodology/approachA panel data was collected from 374 publicly traded companies in six ASEAN countries, and was analysed using feasible general least squares (FGLS) to control heteroscedasticity and serial correlation.FindingsThe findings suggest that financial performance, namely return on assets (ROA) and return on equity (ROE), has a significant value in mediating the relationship between GI and FV. This illustrates that investors in the ASEAN region's capital market are more interested in the economic motivation for companies implementing GI. Other findings also provide evidence that ROA and ROE have positive and significant effects on FV. This indicates that the profitability resulting from a firm's ability to continuously innovate has a positive impact on the creation of value by manufacturing companies in the ASEAN region.Research limitations/implicationsThe number of observations is still relatively limited, from manufacturing companies listed on stock exchanges in the ASEAN countries. The total number of samples used in this study was 374 companies with 22.30% of the total population.Originality/valueThis study combines the different types of secondary data to provide panel evidence on the mediating effect of financial performance using ROA and ROE in the relationship between green innovation and firm value, using ASEAN countries as the sample.

scholarly journals The mediating role of boreout in the effects of mobbing on service innovation performance

2020 ◽  
Vol 14 (2) ◽  
pp. 203-213
Author(s):  
Fahri Özsungur
Keyword(s):  
Social Exchange ◽  
Structural Equation ◽  
Social Exchange Theory ◽  
Service Innovation ◽  
Innovation Performance ◽  
Equation Modeling ◽  
Manufacturing Companies ◽  
Content Type ◽  
Mediating Role

Purpose The purpose of this paper is to examine the association between mobbing and service innovation performance. In this context, the mediating role of boreout, a new concept in the literature, was examined. Design/methodology/approach This study was conducted with 240 participants recruited in manufacturing companies affiliated with Adana Chamber of Industry in the province of Adana Turkey in November 2019. The research was analyzed by the structural equation modeling method with the social exchange theory basis. Findings Findings revealed that boreout and mobbing were negatively associated with service innovation performance. Mobbing was positively associated with boreout and job boredom. According to the finding of this study, boreout partially mediated the effect of the mobbing on service innovation performance. Originality/value This study reveals the association among mobbing, boreout and service innovation performances of employees of companies operating in manufacturing sector. The findings of this study provide important practical knowledge to businesses and academics regarding the field of management, entrepreneurship and innovation.

scholarly journals Green human resource management

2020 ◽  
Vol 41 (7) ◽  
pp. 1041-1060 ◽  
Author(s):  
Azadeh Shafaei ◽  
Mehran Nejati ◽  
Yusmani Mohd Yusoff
Keyword(s):  
Positive Outcome ◽  
Theory And Practice ◽  
Research Model ◽  
Online Questionnaire ◽  
Content Type ◽  
Individual Level ◽  
Study Approach ◽  
The Individual ◽  
Green Human Resource Management ◽  
Organisational Level

PurposeThe study aimed to provide insights on antecedent and outcome of green HRM at the organisational level and the outcome of green HRM at the individual level. It also sought to examine the mechanism through which green HRM would lead to employees’ positive outcome.Design/methodology/approachA quantitative study design using a two-study approach was employed to collect and analyse the data. For study 1, 206 hotels from Malaysia were included in analysis at the organisational level, while in study 2 at the individual level, 508 employees from different sectors provided insights through an online questionnaire. For both studies, partial least squares (PLS–SEM) was used to assess the research model.FindingsAll the proposed hypotheses were supported. Specifically, at the organisational level, organisational environmental culture is positively related to green HRM, and green HRM management positively associates with organisation's environmental performance. At the individual level, green HRM positively influences employees' job satisfaction, and meaningfulness through work is a strong mediator in this relationship.Originality/valueThis study is significant as it contributes to both theory and practice by providing fresh insights on green HRM and its antecedent and outcomes at two levels (organisational and individual) and across two economies (emerging and developed). It also sheds some light on the outcome of green HRM at the employee level which is an area that is still under-researched. By focusing on meaningfulness through work as an important factor, the study contributes to better understanding of green HRM and employees’ positive outcomes.

A multilevel study on servant leadership, job boredom and job crafting

2018 ◽  
Vol 33 (1) ◽  
pp. 2-14 ◽  
Author(s):  
Lotta K. Harju ◽  
Wilmar B. Schaufeli ◽  
Jari J. Hakanen
Keyword(s):  
Servant Leadership ◽  
Design Methodology ◽  
Job Crafting ◽  
Moderating Effects ◽  
Content Type ◽  
Individual Level ◽  
Mediating Role ◽  
Perceptions Of Leadership ◽  
Level Effect

Purpose The purpose of this paper is to examine cross-level effects of team-level servant leadership on job boredom and the mediating role of job crafting. Cross-level moderating effects of team-level servant leadership were also investigated. Design/methodology/approach This longitudinal study employed a multilevel design in a sample of 237 employees, clustered into 47 teams. Servant leadership was aggregated to the team-level to examine the effects of shared perceptions of leadership at T1 on individual-level outcome, namely job boredom, at T2. In addition, mediation analysis was used to test whether team-level servant leadership at T1 can protect followers from job boredom at T2 by fostering job crafting at T2. Cross-level moderating effects of team-level servant leadership at T1 on the relation between job crafting at T2 and job boredom at T2 were also modeled. Findings Job crafting at T2 mediated the cross-level effect of team-level servant leadership at T1 on job boredom at T2. Research limitations/implications The findings suggest that team-level servant leadership predicts less job boredom by boosting job crafting. Originality/value This study is the first to assess the effects of servant leadership on job boredom and the mediating role of job crafting. This paper examines job boredom in a multilevel design, thus extending knowledge on its contextual components.

The partial mediating role of supply chain integration between Industry 4.0 and supply chain performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gizem Erboz ◽  
Işık Özge Yumurtacı Hüseyinoğlu ◽  
Zoltan Szegedi
Keyword(s):  
Supply Chain ◽  
Industry 4.0 ◽  
Positive Impact ◽  
Partial Least Square ◽  
Supply Chain Integration ◽  
Supply Chain Performance ◽  
Manufacturing Companies ◽  
Content Type ◽  
Mediating Role

Purpose Industry 4.0 not only impacts the manufacturing industry but also supply chain practices. Drawing on the resource-based view (RBV), the purpose of this paper is to examine how Industry 4.0 affects supply chain integration (SCI) and supply chain performance (SCP). Design/methodology/approach The data were collected from 212 respondents in manufacturing companies. The partial least square structural equation modelling (PLS-SEM) was used to test the hypotheses of this study. Findings The findings reveal that Industry 4.0 has a positive impact on SCI and SCP, and SCI has a positive impact on SCP. In addition, a partial mediating role of SCI has been found between Industry 4.0 and SCP. Practical implications This study reveals the role of Industry 4.0 on supply chain practices and draws attention to SCI in the linkage between Industry 4.0 and SCP. The findings emphasise the need for Industry 4.0 and SCI to enhance SCP. Originality/value There is limited research on the impacts of Industry 4.0 on SCI and SCP. This research finds empirical evidence for these impacts and enhances knowledge of Industry 4.0 by using a sample from an emerging country.

British Muslim women's experience of the networking practice of happy hours

2020 ◽  
Vol 42 (3) ◽  
pp. 646-661
Author(s):  
Shehla R. Arifeen
Keyword(s):  
Muslim Women ◽  
Religious Practice ◽  
Research Approach ◽  
Drinking Alcohol ◽  
Content Type ◽  
Individual Level ◽  
Work Related ◽  
Role Of Religion ◽  
Level Of Analysis

PurposeNetworking is deemed important for women in careers. The purpose of this paper is to draw attention to the interaction of a specific networking practice with a religious practice and its implications on British Muslim women (BMw). The practice ‘happy hours’ is closely linked with drinking alcohol (Flores-Pereira et al., 2008), while alcohol consumption is forbidden in Islam.Design/methodology/approachA qualitative research approach was used to interview 37 participants who were in managerial or professional positions.FindingsThe findings demonstrate that the presence of alcohol in work-related socializing is a norm, making the practice of ‘happy hours’ invisible and legitimate (Acker, 2006), thereby contributing inadvertently to reinforcing inequality regimes in organizations. Furthermore, the interaction of contradictory religious beliefs/practices of individual employees and organizational practices presents challenges for Muslim women, who feel they have to participate in happy hours as a networking practice in order to progress in careers. While it involves emotional effort, as they persuade themselves to join in activities where alcohol is being served, it paradoxically results in feelings of exclusion and marginalization within the group, as they do not drink alcohol.Originality/valueThis paper focuses on the micro/individual level of analysis, singling out the Muslim female voice while positioning ‘happy hours’ as a ‘networking practice’. It also contributes to the underexplored area of the role of religion and individual behaviour in organizations (Tracey, 2012).

The role of green HRM in driving hotels' green creativity

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Paul Kivinda Muisyo ◽  
Qin Su ◽  
Hammad Bin Azam Hashmi ◽  
Thu Hau Ho ◽  
Mercy Muthoni Julius
Keyword(s):  
Structural Equation ◽  
Performance Outcomes ◽  
Employee Empowerment ◽  
Equation Modeling ◽  
Hotel Management ◽  
Peer Involvement ◽  
Content Type ◽  
Hotel Employees ◽  
Green Performance

Purpose Employee green behavior can lead to a firm's green performance. However, green management research has not accorded adequate attention to the mechanism underlying green creativity. This study aims to investigate the influence of green human resource management (GHRM) practices on green creativity at both individual and collective levels. Design/methodology/approach Through a multisource, multiwave survey data obtained from employees of 3- to 5-star hotels in Kenya, the present study investigates how GHRM practices influence individual and collective green creativity. For the data analysis, we employed multilevel structural equation modeling using MPlus 7.2. Findings The study findings show that GHRM practices influence individual and collective green creativity. The proposed mediating role of the enablers of green culture (EGC) in these relationships was confirmed. Moreover, environmentally specific servant leadership moderated the relationships between GHRM and individual and collective green creativity. Research limitations/implications The study recommends that hotel management should embrace GHRM practices to nurture green creativity at the employee and team levels. The hotels management is further persuaded by the findings of this study to pay attention to the four EGC (leadership emphasis, message credibility, peer involvement and employee empowerment) which play a key role in enhancing green creativity among hotel employees. Practical implications The study recommends that hotel management should embrace GHRM practices to nurture green creativity at the employee and team levels. The hotels' management is further persuaded by the findings of this study to pay attention to the four EGC (leadership emphasis, message credibility, peer involvement and employee empowerment) which play a key role in enhancing green creativity among hotel employees. Originality/value We develop and propose an integrated conceptual framework by which hotels can deploy to nurture green creativity at individual and team levels. We anticipate that our study findings will elicit further research into the mechanisms that reveal the nexus between GHRM and other employee green performance outcomes in the hotel sector.

scholarly journals Authentic leadership and psychological well-being at work of nurses: The mediating role of work climate at the individual level of analysis

2014 ◽  
Vol 1 (2) ◽  
pp. 90-101 ◽  
Author(s):  
Katia Nelson ◽  
Jean-Sébastien Boudrias ◽  
Luc Brunet ◽  
Denis Morin ◽  
Mirella De Civita ◽  
...  
Keyword(s):  
Authentic Leadership ◽  
Well Being ◽  
Work Climate ◽  
Psychological Well Being ◽  
Individual Level ◽  
Mediating Role ◽  
The Individual ◽  
Level Of Analysis

scholarly journals Controlling outsourced management accounting to build legitimacy

2020 ◽  
Vol 17 (3) ◽  
pp. 435-463
Author(s):  
Sinikka Lepistö ◽  
Justyna Dobroszek ◽  
Lauri Lepistö ◽  
Ewelina Zarzycka
Keyword(s):  
Management Accounting ◽  
Academic Research ◽  
Boundary Spanners ◽  
Negative Consequences ◽  
Content Type ◽  
Individual Level ◽  
The Relationship ◽  
Organisational Level ◽  
Theory Framework

Purpose This paper aims to explore controls within an inter-organisational relationship involving outsourced management accounting services from the contractor’s perspective. Design/methodology/approach Qualitative data from within the relationship are analysed in a legitimacy-theory framework, illustrating how controls within the relationship are intended to build the contractor’s legitimacy and what kinds of implications the controls have in relation to conflicts between interests inherent in the relationship. Findings The legitimacy perspective clarifies that while controls are aimed at ensuring efficiency for the client, they may also provide symbolic displays of the appropriateness of the contractor’s actions both at an inter-organisational level for the client and at an individual level for the contractor’s employees. While the contractor intends to build legitimacy with the client by demonstrating utility in the form of efficiency, the process also gives the client influence and allows the disposition in terms of shared values to be demonstrated. However, this process has some negative consequences for the contractor’s employees as it is insufficient for serving the boundary-spanning employees’ interests connected with the nature of their work. Hence, the same controls need to yield benefits and fair outcomes for employees. The controls simultaneously foster interconnections that contribute to permanence and formalise the outsourcing of complex services, thereby rendering such processes comprehensible and transferable to other settings, which can be seen to serve the contractor’s continuity interests. Originality/value The paper contributes to academic research by illustrating how controls within inter-organisational relationships not only steer boundary-spanners’ work to conform to a client’s needs but may also help to build legitimacy via symbolic properties in the presence of conflicting interests at both an inter-organisational and individual level. It specifically highlights the important role of boundary-spanners lower in the organisational structure, who both affect and are influenced by the intentions to build legitimacy with the client.

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