scholarly journals The Effect of Green Human Resource Management on Green Organizational Behaviors: Evidence from Egyptian Travel Agencies

2021 ◽  
Vol 10(4) (10(4)) ◽  
pp. 1339-1356
Author(s):  
Hebatallah Ali Gaafar ◽  
Yelha Elzek ◽  
Bassam Samir Al-Romeedy
Keyword(s):  
Organizational Citizenship Behavior ◽  
Environmental Performance ◽  
Employee Voice ◽  
Citizenship Behavior ◽  
Voice Behavior ◽  
Mediating Role ◽  
Road Map ◽  
Organizational Behaviors ◽  
Travel Agencies ◽  
Green Human Resource Management

The main aims of this study were to measure the influence of GHRM on green organizational behaviors (green employee empowerment, environmental organizational citizenship behavior, employee voice behavior, and environmental performance), and investigate the mediating role of the variables in the effect of GHRM on green organizational behaviors. We developed and tested a model that involves the effect of GHRM on green organizational behaviors and investigates their correlation to environmental performance. Data were gathered from 653 employees working in travel agencies in Egypt. Results revealed that GHRM is positively affected green organizational behaviors. It was concluded that the application of GHRM practices in Egyptian travel agencies is lacking, and the level of implementing green behaviors is in its infancy. The study contributes to providing a road map to adopt GHRM in travel agencies. Policy-makers need to modify their strategies to integrate green practices and encourage employees to act pro-environment, as well as motivate them to participate in making green decisions.

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 How authentic leadership promotes individual performance

2018 ◽  
Vol 67 (9) ◽  
pp. 1585-1607 ◽  
Author(s):  
Neuza Ribeiro ◽  
Ana Patrícia Duarte ◽  
Rita Filipe
Keyword(s):  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Positive Impact ◽  
Civic Virtue ◽  
Individual Performance ◽  
Citizenship Behavior ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to provide a more comprehensive understanding of how authentic leadership (AL) can affect individual performance through creativity and organizational citizenship behavior (OCB)’s mediating roles. Design/methodology/approach The sample included 177 leader-follower dyads from 26 private and small and medium-sized organizations. Followers reported their perceptions of AL, and leaders assessed each follower’s level of creativity, individual performance and OCB. Findings The findings show that AL has a positive impact on OCB (i.e. altruism, sportsmanship, civic virtue, conscientiousness and courtesy), employee creativity, and individual performance. Creativity partially mediates the relationship between AL and individual performance. Some dimensions of OCB, namely, altruism, civic virtue and courtesy, also play a mediating role in this relationship. Research limitations/implications Additional studies with larger samples are needed to determine more clearly not only AL’s influence on individual performance but also other psychosocial variables affecting that relationship. Practical implications Organizations can increase employees’ creativity, OCB and individual performance by encouraging managers to adopt more AL styles. Originality/value This study is the first to integrate AL, creativity, OCB and individual performance into a single research model, thereby extending previous research. The study also used a double-source method to collect data (i.e. leader-follower dyads) to minimize the risk of introducing common-method variance.

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