scholarly journals Employee Green Behaviour as a Consequence of Green HRM Practices and Ethical Leadership: The Mediating Role of Green Self Efficacy

2021 ◽  
Vol 7 (3) ◽  
Author(s):  
Muhammad Adnan ◽  
Ayesha Malik ◽  
Zainab Malik ◽  
Maham Malik
Keyword(s):  
Organizational Behavior ◽  
Ethical Leadership ◽  
Self Efficacy ◽  
Sampling Technique ◽  
Mediating Role ◽  
Hrm Practices ◽  
Green Behavior ◽  
Hr Managers ◽  
The Impact

Purpose: According to latest researches, corporate people are becoming more aware of the significance of ecological issues. Since the HR department may play an essential role in being “Green”, GHRM (Green Human Resource Management) has emerged as a vital business strategy for firms. Researchers in Organizational Behavior and Sustainable Development have been concentrating on the role of corporate leaders in promoting Employee Green Behavior (EGB). This study investigates the impact of Green HRM practices and Ethical Leadership on Green Behavior of employees with the mediating role of Green Self-Efficacy. Design/Methodology/Approach: Multilevel data was collected from 250 employees, working as HR managers and Heads of different industries working in Multan and Lahore regions of Pakistan. The study is using convenient sampling technique. Smart PLS-SEM was used for data analysis. Findings: The results shows that Green HRM practices shows positive relationship with Employee Green Behavior and Self-efficacy while Ethical Leadership shows an insignificant relationship with Employee Green Behavior. Furthermore, Self-efficacy demonstrated significant inter-dependent behvior to describe above mentioned relationship. Implications/Originality/Value: The present study can be helpful for HR managers and policy makers to get useful insight on how GHRM can contribute to get employee green behaviors. It strengthens the efficacy of organizational green HRM systems and provides theoretical based analytics to improve GHRM research.

scholarly journals The impact of ethical leadership on service innovation behavior

2019 ◽  
Vol 13 (1) ◽  
pp. 73-88 ◽  
Author(s):  
Fahri Özsungur
Keyword(s):  
Ethical Leadership ◽  
Self Efficacy ◽  
Psychological Capital ◽  
Service Innovation ◽  
Service Development ◽  
Content Type ◽  
Mediating Role ◽  
The Impact ◽  
Innovation Behavior

Purpose Ethical leadership is at the forefront of what matters in today’s business life and current issues, with a view to making strong moral decisions through bilateral communication. Service innovation behavior is important in terms of individual and institutional actions in the process of producing and implementing new ideas. Investigating the mediating role of psychological capital which consists of self-efficacy, optimism, hope and psychological endurance dimensions, between ethical leadership and service innovation behavior, is a matter to be investigated. This study aims to assess the impact of ethical leadership on service innovation behavior by means of a comprehensive literature review. In this framework, psychological capital forms the scope of researching the mediating role. Design/methodology/approach This study was conducted with 376 blue-collar workers randomly selected from 140 company which were selected from 1,294 joint stock companies among 76,882 companies operating in the province of Adana in Turkey and registered in the Adana Chamber of Commerce, by applying a questionnaire of 40 items. Findings As a result of the factor analysis, 6 items which could not provide reliability were extracted from the scale and the remaining 34 items were distributed in three factors and the validity of the construct validity was measured by the convergence and divergence methods. Construct reliability (CR) values were found to be statistically significant (SRMR: 0.50, RMSEA = 0.058, IFI: 0.955, CFI = 0.97, GFI = 0.96, AGFI = 0.86, TLI = 0.97, χ2/s.d. = 2.264) when it was above 0.7, and the structural equation model determined that the research data and the initially determined model are compatible. Ethical leadership has a significant effect on psychological capital (ß = 0.224, p < 0.001), ethical leadership has a significant effect on innovation (ß = 0.113, p < 0.001), psychological capital was found to have a significant influence on service innovation (ß = 0.965, p < 0.001), and ethical leadership was mediated by psychological capital on service innovation behavior (SIE = 0.235). Research limitations/implications Further research is needed to assess conducting research in enterprises with different cultural characteristics. This paper provides the effectiveness of ethical leadership and psychological capital factors, which are effective in improving employee service innovation behavior and enabling managers to develop human resources strategies in this respect. Practical implications The results provide the impact of ethical leadership on the productivity of employees in the workplace and provide practical benefits in terms of developing innovation-oriented service development behaviors. Social implications The innovative behaviors of the employees enable the development of innovative ideas in social life by contributing to consumer satisfaction and economy. Ethical leadership ensures positive behaviors in the society by ensuring that employees in the workplace develop justice sentiments. Originality/value The mediating role of psychological capital between ethical leadership and service innovation behavior has not been investigated before. In this study, the effects of self-efficacy, optimism, hope and resilience factors were investigated in providing ethical leaders and employees, creating value in the enterprise, and in providing innovation-focused services for employees.

scholarly journals IMPACT OF ETHICAL LEADERSHIP ON EMPLOYEE CREATIVITY: MEDIATING ROLE OF TRUST AND MODERATING ROLE OF CREATIVE SELF EFFICACY

2016 ◽  
Vol 4 (2) ◽  
pp. 65-74
Author(s):  
Sijal Mehmood ◽  
Keyword(s):  
Ethical Leadership ◽  
Self Efficacy ◽  
Employee Creativity ◽  
Mediating Role ◽  
Trust In Leadership ◽  
Private Sector Organizations ◽  
Creative Self ◽  
The Impact ◽  
The Relationship

The current study evaluated the impact of ethical leadership on employee creativity, with the mediating role of trust in leadership, while taking creative self efficacy as the moderator between trust and creativity. The data were collected from the 126 employees working in private sector organizations from Rawalpindi Islamabad region. The findings of the study indicated that ethical leadership is positively and significantly associated with the employee creativity as well as trust; whereas, trust in leadership partially mediates the relationship between the two. Similarly, the results confirmed that creative self-efficacy positively moderates the relationship between trust in leadership and employee creativity. Study implications and recommendations are also discussed.

scholarly journals The impact of ethical leadership on employee creative deviance: the mediating role of job autonomy

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xiaoqin Liu ◽  
Yevhen Baranchenko ◽  
Fansuo An ◽  
Zhibin Lin ◽  
Jie Ma
Keyword(s):  
Ethical Leadership ◽  
Self Efficacy ◽  
Alternative Methods ◽  
Task Completion ◽  
Job Autonomy ◽  
Content Type ◽  
Mediating Role ◽  
Creative Self ◽  
The Impact

PurposeThis study aims to explore the impact of ethical leadership on employee creative deviance, with job autonomy as a mediator and creative self-efficacy as a moderator between job autonomy and creative deviance.Design/methodology/approachA survey was developed based on construct measures from the literature. A total of 316 responses were received from employees of information and communication technology companies located in China's Pearl River Delta.FindingsBoth ethical leadership and job autonomy have a positive impact on employee creative deviance; job autonomy plays a mediating role between ethical leadership and creative deviance; creative self-efficacy does not have a significant moderating effect on the job autonomy-creative deviance relationship.Research limitations/implicationsFuture studies could explore the potential moderating role of both job autonomy and creative-self efficacy in the link between ethical leadership and creative deviance.Practical implicationsThis study recommends that organizations should adopt and promote an ethical leadership approach to manage creative deviance at work. Organizations could explore alternative methods of task completion to support the job autonomy for the employees to mitigate the dilemmas associated with creative deviance.Originality/valueThis is one of few studies that examine the impact of ethical leadership on employee's creative deviance, despite the fact that the influence of ethical leadership on the followers has been extensively examined.

Promoting in-role and extra-role green behavior through ethical leadership: mediating role of green HRM and moderating role of individual green values

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Talat Islam ◽  
Mubbsher Munawar Khan ◽  
Ishfaq Ahmed ◽  
Khalid Mahmood
Keyword(s):  
Ethical Leadership ◽  
Structural Equation ◽  
Equation Modeling ◽  
Time Lags ◽  
Content Type ◽  
Mediating Role ◽  
Hrm Practices ◽  
The Impact ◽  
Moderating Role

PurposeHuman misbehaviors are responsible for climate change as they waste resources and pollute water and air that dilapidate the environment. Considering the fact and contributing to the United Nations sustainable development goals of 2019, organizations started focusing their green HRM practices to develop employees' green attitudes and behaviors. This study is an attempt in this direction. It examines the impact of ethical leadership on individuals' green in-role and extra-role behaviors with the mediating role of green HRM practices and the moderating role of individual green values.Design/methodology/approachThe study collected data from 645 MBA executive students working in various manufacturing industries with at least one year of experience. The data were collected using a questionnaire-based survey in two-time lags.FindingsHypothesized relationships are tested through structural equation modeling. Findings reflected a significant impact of ethical leadership on green HRM practices, in-role, and extra-role green behaviors. Besides, green HRM practices mediated the relationship between ethical leadership and both types of green behaviors. Furthermore, it was observed that the individual green values strengthened the association between green HRM practices and both types of green behaviors.Research limitations/implicationsA cross-sectional design with time lags was used to avoid common method bias. The findings of the study contribute to supply-value-fit theory and validate the scale of individual green value.Practical implicationsThis study guides management that employees only perceive their organizational practices as green when they find their leaders are ethical. Further, considering individual green values in the recruitment process can help organizations accomplishing their green goals.Originality/valueThis study is novel in examining the mediating role of green HRM practices between ethical leadership and green behaviors. Further, the analysis not only validates the scale of individual green values but also noted its moderating role between green HRM and green behaviors.

The Role of Career Self-Efficacy on the Effect of Parental Career Behaviors on Career Exploration: A Study on School of Tourism and Hotel Management’ Students

2016 ◽  
Vol 3 (1) ◽  
pp. 143 ◽  
Author(s):  
Selahattin Kanten ◽  
Pelin Kanten ◽  
Murat Yeşiltaş
Keyword(s):  
Undergraduate Students ◽  
Self Efficacy ◽  
Structural Equation ◽  
Career Exploration ◽  
Equation Modeling ◽  
Survey Method ◽  
Hotel Management ◽  
Mediating Role ◽  
The Impact

This study aims to investigate the impact of parental career behaviors on undergraduate student’s career exploration and the mediating role of career self-efficacy. In the literature it is suggested that some social and individual factors facilitate students’ career exploration. Therefore, parental career behaviors and career self-efficacy is considered as predictors of student’s career exploration attitudes within the scope of the study. In this respect, data which are collected from 405 undergraduate students having an education on tourism and hotel management field by the survey method are analyzed by using the structural equation modeling. The results of the study indicate that parental career behaviors which are addressed support; interference and lack of engagement have a significant effect on student’s career exploration behaviors such as intended-systematic exploration, environment exploration and self-exploration. In addition, it has been found that one of the dimensions of parental career behaviors addressed as a lack of engagement has a significant effect on career self-efficacy levels of students. However, research results indicate that student’s career self-efficacy has a significant effect on only the self-exploration dimension. On the other hand, career self-efficacy has a partial mediating role between lack of engagement attitudes of parents and career exploration behaviors of students.

The impacts of high-commitment HRM practices on exploitative and exploratory innovation: the mediating role of knowledge sharing

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Son Thanh Than ◽  
Phong Ba Le ◽  
Thanh Trung Le
Keyword(s):  
Knowledge Sharing ◽  
Equation Modeling ◽  
Innovation Capability ◽  
Content Type ◽  
Mediating Role ◽  
Hrm Practices ◽  
The Impact ◽  
The Relationship ◽  
Exploratory Innovation

Purpose The purpose of this paper is to investigate the mediating roles of knowledge sharing behaviors (knowledge collecting and donating) in linking the relationship between high-commitment human resource management (HRM)practices and specific aspects of innovation capability, namely, exploitative and exploratory innovation. Design/methodology/approach The paper is based on quantitative approach and structural equation modeling to examine the correlation among the latent constructs based on the survey data collected from 281 participants in 95 Chinese firms. Findings The findings of this study support the mediating role of knowledge sharing (KS) behaviors in the relationship between HRM practices and aspects of innovation capability. It highlights the important role of knowledge donating and indicates that the effect of knowledge donating is more significant than that of knowledge collecting on exploitative and exploratory innovation. Research limitations/implications Future research should investigate the impact of high-commitment HRM practices on innovation capability under the moderating effects of organizational variables to bring better understanding on the relationship among them. Originality/value The paper significantly contributes to increasing knowledge and insights on the correlation between high-commitment HRM practices and specific forms of innovation. The understanding on mediating role of KS contribute to advancing the body of knowledge of HRM and innovation theory.

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