scholarly journals How Do Socially Responsible Human Resource Management and Voluntary Green Behavior Influence Organizational Competitiveness?

2020 ◽  
Vol 15 (2) ◽  
pp. 243-255
Author(s):  
Md. Aftab Uddin ◽  
Refa Akter ◽  
Md. Al-Amin ◽  
Md. Sahidur Rahman ◽  
Shameema Ferdausy
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Deductive Reasoning ◽  
Environmental Issues ◽  
Organizational Sustainability ◽  
Socially Responsible ◽  
Green Behavior ◽  
The Impact

AbstractEnvironmental sustainability, employees’ green behavior, and socially responsible human resource management (SRHRM) are now becoming the key focuses for many organizations all over the world because of the increasing pressures on them to reduce negative environmental impacts of their activities and to maintain environmental issues. Nowadays, organizational sustainability or competitiveness is also depending on how far an organization is responsible for environmental issues. Hence, the study is an attempt to explore the impact of SRHRM and voluntary green behavior (VGB) on organizational competitiveness (OC). We followed the deductive reasoning approach and applied the second generation regression model, such as a structural equation model (SEM) via AMOS. The result shows that SRHRM significantly explains VGB. Further both SRHRM and VGB are significantly predicting organizational competitiveness. One of the critical implications of the study is to use the SRHRM to stimulate the employees towards VGB for enriching their organizational sustainability leading to its competitiveness. The most important limitation of this study is its sample size (N<200), which prevents the generalizability of the results. Thus, the future studies are directed to use more replies for delimiting the causality of the study.

scholarly journals Socially Responsible Human Resource Management and Voluntary Environmental Behavior: Moderating the Effect of Ecocentric Leadership

2021 ◽  
Vol 29 (2) ◽  
pp. 147-168
Author(s):  
Md. Al-Amin ◽  
◽  
Refa Akter ◽  
Ayesha Akter ◽  
Md. Uddin ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Deductive Reasoning ◽  
Environmental Behavior ◽  
Analytical Techniques ◽  
Moderating Effect ◽  
Equation Modeling ◽  
Socially Responsible

Purpose: The study examines the influence of socially responsible human resource management (SRHRM) on employees’ voluntary environmental behavior (VEB), and it tests the moderating effect of ecocentric leadership (EL). Design/Method: We adopted deductive reasoning in a positivist paradigm by applying quantitative analytical techniques and structural equation modeling. We selected 187 respondents from clothing industry through a self-administered questionnaire survey in Chattogram, the commercial capital of Bangladesh. Findings: The outcomes revealed that both SRHRM and EL influence VEB. However, the moderation analysis indicated that EL negatively intervenes in the effect of SRHRM on VEB. Implications: One of the essential contributions of our study is its development of the knowledge related to valuing, developing, and measuring SRHRM’s contribution to improving VEB in a moderated model with the help of EL to ensure long-term sustainability. Originality: Very little is known about the importance of SRHRM in fostering employees’ voluntary environmental behavior, so this study will be one of the first to examine the topic. Moreover, the moderating effect of EL posits that its interaction effect is not substantial in stimulating voluntary environmental behavior if organizations can institutionalize SRHRM.

The mediating effects of psychological contracts on the relationship between human resource management systems and organisational performance

2015 ◽  
Vol 36 (7) ◽  
pp. 1012-1033 ◽  
Author(s):  
Anastasia A. Katou
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Performance ◽  
Human Resource ◽  
Structural Equation ◽  
Psychological Contracts ◽  
Cross Sectional ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose – The purpose of this paper is to investigate the impact of human resource management (HRM) systems (expressed by content, process and climate) on organizational performance through the mediating role of psychological contracts (expressed by employer and employee promises fulfilment). Design/methodology/approach – The study examines theoretical relationships in the Greek context, based on structural equation modelling (SEM) estimation, using a sample of employees from both private and public sector organizations. Findings – The study finds that the impact of HRM content on organizational performance is less strong compared to its impact through HRM process. Additionally, the study finds that psychological contract partially and positively mediates the HRM – performance relationship, where the impact of HRM on organizational performance through employee promises fulfilment is stronger than that through employer promises fulfilment. Research limitations/implications – The study does not allow for appropriately investigating dynamic causal inferences due to the cross-sectional nature of data. Additionally, considering that Greece is experiencing a severe economic and financial crisis, the findings from this unique context may not generalize across borders. Practical implications – For improving organizational performance, managers and decision makers should make their HRM systems more visible, understandable, legitimate and relevant. At the same time they should make HRM systems more instrumental, valid and consistent of HR messages. Originality/value – Investigations into the relationship between HRM systems and organizational performance have become increasingly common. Nevertheless, empirical studies that measure the influence of HRM systems, which integrate both content and process, on organizational performance are still rare. This paper partially fills this gap.

scholarly journals The Influence of Green Human Resource Management on Employee Green Behavior—A Study on the Mediating Effect of Environmental Belief and Green Organizational Identity

2021 ◽  
Vol 13 (8) ◽  
pp. 4544
Author(s):  
Jian Zhu ◽  
Weihang Tang ◽  
Hui Wang ◽  
Yuye Chen
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Identity ◽  
Positive Relationship ◽  
Mediating Effect ◽  
Future Research ◽  
Green Behavior ◽  
Green Human Resource Management ◽  
The Impact

Ecological environment issues put forward higher requirements for enterprises to assume environmental responsibilities, and stimulating employee green behavior (EGB) to practice the concept of green development is of great significance. EGB has become the focus of academic attention. EGB is divided into voluntary green behavior (VGB) and task-related green behavior (TGB). However, existing studies have not distinguished the impact mechanism of green human resource management (GHRM) on employee VGB and TGB. Based on self-determination theory and social identity theory, this study discusses how GHRM affects VGB and TGB. This study used a questionnaire survey and collected valid data of 228 employees from manufacturing enterprises in China for empirical analysis. Results show that GHRM positively affects VGB and TGB, environmental belief (EB) mediates the positive relationship between GHRM and VGB, and green organizational identity (GOI) mediates the positive relationship between GHRM and TGB. Theoretical contributions, practical implications, and future research are also discussed.

Understanding the link between socially responsible human resource management and competitive performance in SMEs

2018 ◽  
Vol 47 (6) ◽  
pp. 1211-1243 ◽  
Author(s):  
María Paula Lechuga Sancho ◽  
Domingo Martínez-Martínez ◽  
Manuel Larran Jorge ◽  
Jesús Herrera Madueño
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Equation Modeling ◽  
Accurate Information ◽  
Competitive Performance ◽  
Socially Responsible ◽  
Content Type ◽  
Main Research

Purpose Regardless of the noteworthy growth in research and practice associating corporate social responsibility (CSR) with human resource management, little has been written in regard to one major dimension of CSR in small- and medium-sized enterprises (SMEs), as CSR policies and practices are directed toward employees. The purpose of this paper is to develop and test a conceptual framework connecting socially responsible human resource management (SRHRM) to competitive performance that fits small business. Design/methodology/approach In order to get empirical evidence, structural equation modeling technique was applied on the data from 481 Spanish SMEs. Findings Results confirm both the direct contribution of SRHRM to business competitiveness and the multiple effects resulting from including two variables of additional interest for the relationship under study: employee’s commitment and relational marketing. Practical implications One of the main research limitations is that the paper only reflects the perceptions of owners/managers of SMEs. Although it was believed that the respondents give reliable and accurate information about the way their firms are involved in CSR practices, there is a possibility that they might provide incorrect or incomplete information. Originality/value The relationships proposed have never been studied before in context of SMEs. This is a worthwhile endeavor, which makes an empirical contribution.

scholarly journals PENGARUH PENERAPAN SRHRM DENGAN DUKUNGAN KARYAWAN BAGI KEGIATAN CSR EKSTERNAL PERUSAHAAN DI JAKARTA DAN SEKITARNYA

2020 ◽  
Vol 9 (2) ◽  
pp. 39
Author(s):  
Gionardy Goputra ◽  
Sebastian Michael
Keyword(s):  
Corporate Social Responsibility ◽  
Resource Management ◽  
Social Responsibility ◽  
Human Resource Management ◽  
Organizational Climate ◽  
Human Resource ◽  
Structural Equation ◽  
Socially Responsible ◽  
Employee Support ◽  
Corporate Social

<p class="Style4">This study aims to look at the relationship between Socially Responsible Human Resource Management (SRHRM) and employee support for the perception of Corporate Social Responsibility (CSR). The data collection method used for the research is through surveys, which are distributed to employees of several companies in various industries in Indonesia and the collected data are analyzed using the Structural Equation Modelling (SEM) method. The findings of this research suggest that SRHRM practices will affect employee support for external CSR through the creation of a socially responsible organizational climate. Therefore, it should be considered by companies in Indonesia throughout its operations particularly for the company’s human resource department. This research contributes to expanding the CSR and HR literature which is still uncommon particularly in Indonesia.</p><p><strong>Keywords:</strong> Corporate Social Responsibility, Organizational Climate, Socially Responsible Human Resource Management</p>

scholarly journals Innovation and Human Resource Management: the Greek Experience

Organizacija ◽  
2008 ◽  
Vol 41 (3) ◽  
pp. 81-90 ◽  
Author(s):  
Anastasia Katou
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Manufacturing Sector ◽  
Management Style ◽  
Organisational Performance ◽  
Context Management ◽  
Equation Modelling ◽  
The Impact

Innovation and Human Resource Management: the Greek ExperienceThe purpose of this paper is to investigate the pathways leading from innovation to organisational performance by using structural equation modelling. Specifically, we used this analytical tool to test a research framework that is constituted by a set of causal relationships between organisational contingencies, innovation, HRM policies (resourcing, training, rewards, relations), HRM outcomes (skills, attitudes, behaviour), and organisational performance. Employing data from organisations operating in the Greek manufacturing sector, results indicate that the impact of innovation on organisational performance is positive and mediated through HRM policies and HRM outcomes, and moderated by organisational context (management style, organisational culture).

scholarly journals The Impact of Strategic Human Resource Management on Institutionalization Process

2017 ◽  
Vol 8 (2) ◽  
pp. 77
Author(s):  
YAVUZ YILMAZ ◽  
HAKAN KITAPCI
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Structural Equation ◽  
Strategic Human Resource Management ◽  
Equation Modeling ◽  
Mediating Role ◽  
The Impact

The purpose of this paper is to examine the mediating role of strategic human resource management between the mechanisms of institutionalization made up institutionalization process and the stages of institutionalization. This issue is researched in the light of data collected through a survey of 125 businesses with human resources department, which are in Kocaeli organized industry region. The assessment of the data is done with structural equation modeling. The analysis shows that strategic human resource management has a positive effect on institutionalization process. The main limitations of this study are the quantity and quality of sample and the number of data that are used in this study. While the researches that examine theoretically the relations between institutional theory and strategic human resource management exist, the hypothesis in this study is analyzed by using empirical data.    

scholarly journals How Environmental Knowledge and Green Values Affect the Relationship between Green Human Resource Management and Employees’ Green Behavior: From the Perspective of Emission Reduction

Processes ◽  
2021 ◽  
Vol 10 (1) ◽  
pp. 38
Author(s):  
Shaoying Zhu ◽  
Yuxin Wu ◽  
Qian Shen
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Psychological Contract ◽  
Environmental Knowledge ◽  
Intermediary Role ◽  
Green Behavior ◽  
Green Human Resource Management ◽  
The Impact ◽  
The Relationship

Green human resource management (GHRM) determines the green behavior practice of employees and affects the social environment and the realization of “Beautiful China” and “Green Development”. In this study, to explore the impact mechanism of GHRM on employees’ green behavior, employees at all levels in an enterprise were selected to be research subjects and a regulated intermediary model was established, based on social exchange theory and the individual-environment matching theory. This paper investigated the enterprise’s GHRM, personal green behavior, relational psychological contract, environmental knowledge and green values. The results show that GHRM has a significant positive predictive effect on employees’ green behavior, the relational psychological contract plays an intermediary role between GHRM and employees’ green behavior and the intermediary role of the relational psychological contract is regulated by environmental knowledge and green values. These research results explain the relationship between GHRM and employees’ green behavior and provide an important basis for enterprises to implement GHRM practice and promote employees’ green behavior.

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