scholarly journals Examining The Relationship Between Human Resource Managemnt Practices And Organizational Citizenship Behavior For Environment Among Administrative Staff In A Thailand University

2019 ◽  
Vol 11 (2-2) ◽  
Author(s):  
Lubna Niyomdecha ◽  
Khulida Kirana Yahya
Keyword(s):  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Significant Relationship ◽  
Management Practices ◽  
Training And Development ◽  
Citizenship Behavior ◽  
Human Resource Management Practices

This study examines the influence of three human resource management practices which are training and development, performance appraisal, and compensation and benefit on organizational citizenship behavior for environment (OCBE) among administrative staffs at Prince of Songkla University (PSU, Hatyai campus. A total of 231 administrative staffs participated in this study. Regression analysis was performed to test the research hypothesis. The results revealed that the two dimensions of human resource management practices which are performance appraisal and compensation and benefit did not have significant relationship with organizational citizenship behavior for environment (OCBE). However, training and development was found to have positive significant relationship with organizational citizenship behavior for environment (OCBE)

Factors influencing green organizational citizenship behavior

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Ling Xiang ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

scholarly journals The Effect of Socially Responsible HRM on Organizational Citizenship Behavior for the Environment: A Proactive Motivation Model

2021 ◽  
Vol 13 (14) ◽  
pp. 7958
Author(s):  
Junqian He ◽  
Hyosun Kim
Keyword(s):  
Resource Management ◽  
Social Responsibility ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Socially Responsible ◽  
Human Resource Management Practices

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.

What makes a green citizen in Taiwan's restaurant industry?

2021 ◽  
Vol 49 (7) ◽  
pp. 1-13
Author(s):  
Hua Han ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Management Practices ◽  
Restaurant Industry ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

Generating employees' altruistic behaviors toward green activities is important. We sought to understand what factors influence green organizational citizenship behavior of employees in the restaurant industry in Taiwan by examining the relationships among green human resource management practices, employee commitment toward the environment, and green organizational citizenship behaviors. We used convenience sampling to collect data from 512 frontline staff of restaurant chains in Taiwan. Structural equation modeling was conducted to test our hypotheses, and the results show that five green human resource management practices were positively related to employee commitment toward the environment, which, in turn, positively affected green organizational citizenship behavior. Managers of restaurants can adopt this understanding of the relationships of green human resource management practices with employees' commitment toward the environment and green citizenship behavior.

scholarly journals Mediating Effects of Job Satisfaction and Organizational Commitment between Problems with Performance Appraisal and Organizational Citizenship Behavior

2020 ◽  
Vol 6 (3) ◽  
pp. 64 ◽  
Author(s):  
Khahan Na-Nan ◽  
Suteeluck Kanthong ◽  
Jamnean Joungtrakul ◽  
Ian David Smith
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Work Performance ◽  
Citizenship Behavior ◽  
And Performance

The objective of this study was to test the developed models with empirical evidence regarding job satisfaction (JS) and organizational commitment (OC) as mediators and influential variables concerning problems with performance appraisal and organizational citizenship behavior (OCB). The sample consisted of 450 employees who worked at the operational level in automobile parts manufacturing companies in the Navanakorn Industrial Estate, Thailand. The study’s instrument was applied from previous research and verified for content validity and reliability before collecting the data. Structural equation analysis of 5000 rounds of bootstrapping was used to examine the model developed from the empirical data and the influence of problem variables in appraising work performance. The developed model fitted well with the empirical evidence. JS and OC were identified as mediators among problem variables in appraising performance and OCB, while problem variables in appraising work performance influenced OCB through JS and OC. Findings from this study expand our knowledge of this field and are useful for effective human resource management and performance appraisal. The developed model explains the phenomena of problems with performance appraisal concerning fairness, JS, OC, and OCB. JS and OC are useful mediators to explain and expand knowledge in human resource management and performance appraisal.

Effectiveness of Human Resource Utilization in Oil and Gas Project

2015 ◽  
Vol 815 ◽  
pp. 434-438
Author(s):  
Idris Othman ◽  
M. Napiah ◽  
M.F. Nuruddin ◽  
M.M.A. Klufallah
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management Practices ◽  
Oil And Gas ◽  
Training And Development ◽  
Employee Empowerment ◽  
Human Resource Management Practices ◽  
Questionnaire Form

Employees are very important to every organization. This study attempts to examine the effectiveness of current human resource management utilization and practices in oil and gas projects in Malaysia, as well as to study the importance of having effective human resource management practices utilization. The human resource management practices namely training and development, performance appraisal, compensation, employee empowerment and ownership as well as work environment are the main practices that has being focused. A questionnaire form has been distributed to the employees of PETRONAS Carigali SDN BHD (PCSB), a leading oil and gas operator in Malaysia including their contractors.

The darker side of organizational citizenship behavior and its remedies

2014 ◽  
Author(s):  
Yong Han ◽  
Yochanan Altman
Keyword(s):  
Performance Appraisal ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Management Practices ◽  
Training And Development ◽  
Citizenship Behavior ◽  
Negative Consequences ◽  
The Individual ◽  
Organizational Costs ◽  
And Training

Whilst the extant literature on organizational citizenship behavior (OCB) extols its positive features, we wish to raise awareness to the negative consequences of those behaviors for individuals and groups as well as organizations, through the prism of management practices, specifically by reference to performance appraisal, compensation, and training and development. Our discussion focuses on how to minimize the individual, group and organizational costs of OCB, whilst simultaneously promoting task and OCB performance.

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