scholarly journals The role of green human resource management in creating green supply chain culture in a service industry

2021 ◽  
Vol 9 (4) ◽  
pp. 973-982
Author(s):  
Aan Khurosani ◽  
Hayati Nupus ◽  
Gerry Ganika
Keyword(s):  
Organizational Culture ◽  
Supply Chain ◽  
Work Environment ◽  
Human Resource ◽  
Chain Analysis ◽  
Green Behavior ◽  
Green Human Resource Management ◽  
Supply Chain Analysis ◽  
The Relationship

This article investigates the supply chain analysis of the role of green human resource management including green behavior on the green work environment by emphasizing on the effect of direct supply chain analysis relation to green organizational culture and moderation of individual green values. This type of research is quantitative research. Primary data obtained from questionnaires distributed to 145 respondents. The collected data were analyzed using SEM-PLS (Structural Equation Model- Pear Least Square). Green organizational culture has a positive but insignificant effect on the work environment, green organizational culture has a positive and significant effect on green behavior, green behavior has a positive and significant effect on the green work environment, individual green values have a positive and significant effect on green work environments, green values individuals do not moderate the relationship between green organizational culture and green work environment, green behavior mediates the relationship between green organizational culture and green work environment. This research provides insight to leaders that to create a green work supply chain environment requires the role of green behavior as an intervening variable. However, the finding does not show the effect of individual green values as a moderating variable, so that green organizational culture can affect the green work supply chain environment. The existence of a green behavior variable that mediates the relationship between green organizational culture and green work environment is the originality of this study.

Green Human Resource Management (GHRM) Practices and Millennial Employees’ Turnover Intentions in Tourism Industry in Malaysia: Moderating Role of Work Environment

2020 ◽  
pp. 097215092090700 ◽  
Author(s):  
Md Asadul Islam ◽  
Amer Hamzah Jantan ◽  
Yusmani Mohd Yusoff ◽  
Choo Wei Chong ◽  
Md Shahadat Hossain
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Work Environment ◽  
Human Resource ◽  
Turnover Intention ◽  
Tourism Industry ◽  
Green Human Resource Management ◽  
The Relationship ◽  
Moderating Role

This study examines the role of green human resource management (GHRM) practices, such as green recruitment and selection, green training, green performance management, green involvement and green rewards, and pays attention on the turnover intention of the millennial employees working in the hotels (3-, 4- and 5-star). Moreover, the study examines the moderating role of work environment on the relationship between those GHRM practices and turnover intention. Researchers collected 162 useful survey questionnaires from 200 distributed questionnaire among the millennial employees, who work in hotels. Analysis of the data through partial least squares structural equation modelling reveals that the green involvement and green pay and reward only impact on reducing turnover intention of millennials while other GHRM practices do not have direct impact on turnover intention of millennials. Interestingly, this study does not find any moderating effect of work environment on the relationship between GHRM practices and turnover intention of millennials working in hotels in Malaysia. This study extends the literature relating to GHRM and work environment and turnover intention of millennials. Furthermore, this is the first empirical research ever done so far relating to GHRM practices and turnover intention of millennials in hotel industry literature. Implications of the findings, as well as research limitations and directions for future scholars, have been discussed.

scholarly journals Linking Green Human Resource Practices and Environmental Economics Performance: The Role of Green Economic Organizational Culture and Green Psychological Climate

2021 ◽  
Vol 18 (20) ◽  
pp. 10953
Author(s):  
Syed Mehmood Ali Shah ◽  
Yang Jiang ◽  
Hao Wu ◽  
Zahoor Ahmed ◽  
Irfan Ullah ◽  
...  
Keyword(s):  
Organizational Culture ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Environmental Efficiency ◽  
Psychological Climate ◽  
Green Human Resource Management ◽  
The Relationship

An eco-friendly environment with green strategies can help to achieve better environmental performance. However, literature on the relationship between green human resource management practices (GHRMP) and sustainable environmental efficiency (SEF) is limited. Moreover, there is limited knowledge about the factors that could mediate the relationship between GHRMP and SEF. Therefore, the present study examines the impact of green human resource management practices mediating through green psychological climate (GPC) and green organizational culture (GOC) for better environmental efficacy. For this purpose, the primary data on variables are collected by using structured assessment tools and analyzed through regression models. Unlike previous studies, this study adopts a mediation model and unfolds not only the role of green human resource practices in psychological climate and green organizational culture but also clarifies the mediating role of GPC and GOC in sustainable environmental efficiency. The findings unfolded that ecological factors such as green psychological climate, green organizational culture, and sustainable environmental efficiency are positively affected by green human resources management. In addition, green organizational culture and green psychological climate positively mediate the relationship between GHRMP and SEF. This study recommends adopting green human resource management strategies and increasing technical innovations to improve sustainability and economic performance.

Drivers of supply chain integration and the role of organizational culture

2016 ◽  
Vol 22 (1) ◽  
pp. 89-115 ◽  
Author(s):  
Erlinda N. Yunus ◽  
Suresh K. Tadisina
Keyword(s):  
Organizational Culture ◽  
Supply Chain ◽  
Firm Performance ◽  
Manufacturing Firms ◽  
Supply Chain Integration ◽  
Equation Modeling ◽  
Content Type ◽  
The Impact ◽  
The Relationship

Purpose – Supply chain integration (SCI) is a set of practices driven by many factors and circumstances. The purpose of this paper is to examine firms’ internal and external drivers of SCI, evaluate the impact of the integration on firm performance, and further investigate the moderating role of organizational culture in strengthening the relationships between firms’ drivers and SCI. Design/methodology/approach – For the purpose of this study, manufacturing firms were identified as the focal firms in supply chains, and thus data were collected through a survey of 223 Indonesian-based manufacturing firms. Two informants from each firm became the respondents. Structural equation modeling was used to analyze the data. Findings – This study confirmed the positive relationship between SCI and firm performance. The results also indicated that internal driver, or specifically firms’ customer orientation (CO), triggered the initiation of SCI. Organizational culture, in terms of external focus, positively influenced the relationship between CO and SCI. Research limitations/implications – This study illustrates the important role of organizational culture in determining the shape of the relationship between firms’ drivers and SCI. The results of this study enhance the understanding of SCI, especially related to types of organizational culture that could promote the integration. Originality/value – This study brings a different dimension of SCI as this study provides evidence from a developing country, which might implement different practices as compared those of developed countries. This study provides a measure of internal drivers, which has not been empirically investigated. The new measure was tested and validated using a rigorous process, and thus could be employed in other studies with different settings.

scholarly journals Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402098229
Author(s):  
Olawole Fawehinmi ◽  
M. Y. Yusliza ◽  
Wan Zulkifli Wan Kasim ◽  
Zaleha Mohamad ◽  
Muhammad Abi Sofian Abdul Halim
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Significant Relationship ◽  
Mediating Effect ◽  
Moral Norms ◽  
Mediating Role ◽  
Green Behavior ◽  
Green Human Resource Management

The rapid degradation of today’s environment has required the governments and organizations to introduce effective countermeasures. Governments have enforced green policies, and organizations have drawn on these policies to implement environmentally friendly workplace practices. The success of these practices is very much dependent on the employees and the extent of their green behavior. As such, there is a need to determine whether green behavior can be positively influenced by other variables. One of the suggested influencing variables is green human resource management (HRM). Another variable with the potential mediating effect is personal moral norms (PMN). Also, there is a need to examine the interplay of green HRM, employee green behavior (EGB), and PMN within the context of higher education institutions (HEIs) as they also take responsibility for protecting the environment. It is believed that to date, studies of this nature have not involved academics at HEIs in Malaysia. This study aims to examine the mechanism by which green HRM affects EGB of academics at Malaysian HEIs through PMN as mediator. Data were collected through a cross-sectional quantitative survey among 425 academics at five research universities in Malaysia. The analysis was performed using Smart PLS version 3.2.8. There was a positive significant relationship between green HRM and PMN and a positive significant relationship between PMN and EGB. Hence, green HRM had an effect on EGB through the mediating role of PMN. However, there was no significant direct relationship between green HRM and EGB. Other studies have investigated the effects of several mediating variables in the relationship between green HRM and EGB; however, the effect of one variable—PMN—has not been examined. This study, as it investigates the vital aspect of behavioral formation, is believed to be the first study that examines the mediating role of PMN in the interplay between green HRM and EGB of academics. The theoretical and practical implications are discussed in this study.

scholarly journals Effect of Employees’ Perceived Green HRM on Their Workplace Green Behaviors in Oil and Mining Industries: Based on Cognitive-Affective System Theory

2021 ◽  
Vol 18 (8) ◽  
pp. 4056
Author(s):  
Silu Chen ◽  
Wanxing Jiang ◽  
Xin Li ◽  
Han Gao
Keyword(s):  
System Theory ◽  
Human Resource ◽  
Mining Industry ◽  
Psychological Climate ◽  
Psychological Processes ◽  
Green Behavior ◽  
Green Human Resource Management ◽  
The Relationship ◽  
Shed Light ◽  
Affective System

Drawing on cognitive-affective system theory, this study proposes that employees’ perceived green human resource management (HRM) influences employees’ workplace green behaviors through two psychological processes: the cognitive and the affective route. By analysing 358 questionnaires collected from Chinese firms in the oil and mining industry, we obtain evidence in support of our predictions, finding that employees’ perceived green HRM positively impacts their voluntary workplace green behaviors and green creativity. Additionally, green psychological climate and harmonious environmental passion are found to partially mediate the relationship between employees’ perceived green HRM and voluntary workplace green behavior while harmonious environmental passion is found to fully mediate the relationship between perceived green HRM and green creativity. These findings shed light on the importance of green HRM in shaping employees’ proactive workplace green behaviors and uncover how green HRM transforms employees’ cognitive, affective, and motivational (CAM) factors into green actions.

scholarly journals The Mediating Role of Green Human Resource among the Relationship of Employees' Eco-friendly Attitude, Commitment, and Environmental Presentation

2019 ◽  
Vol 1 (1) ◽  
pp. 1-11
Author(s):  
Muhammad Sajjad Hussain ◽  
Muhammad Arif Talha ◽  
Maryyam Karamat ◽  
Waseem Yousaf
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Textile Industry ◽  
Study Guides ◽  
Mediating Role ◽  
Human Resource Department ◽  
Green Human Resource Management ◽  
Relationship Of ◽  
The Relationship

The goal associated with this article is to explore the mediating role of green human resource management (GHRM) among the nexus of employees’ eco-friendly attitude, governmental commitment and environmental presentation in the textile industry of Pakistan. The employees that are related to the human resource department are the respondents who provide data with the help of questionnaires and analyzed this data with the help of PLS-SEM. The output of the existing literature shows that GHRM has positive mediation among the links of employees’ eco-friendly attitude, governmental commitment and environmental presentation in the textile industry of Pakistan. The upcoming studies along with the regulators will be the foremost users of the current study, and this study guides them while investigating this area in the future along with the development of the policies related to GHRM and environmental presentation.

Examining the moderating role of HIHRP in the relationship between external integration and productivity

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jorge Tarifa Fernández ◽  
José Cespedes-Lorente ◽  
Jerónimo de Burgos Jiménez
Keyword(s):  
Supply Chain ◽  
Human Resource ◽  
Hierarchical Regression ◽  
Food Sector ◽  
Content Type ◽  
Supplier Integration ◽  
And Performance ◽  
The Relationship ◽  
Moderating Role

Purpose Based on the human resource (HR) and supply chain integration (SCI) literature, this paper aims to argue that high-involvement human resource practices (HIHRP) work as a complementary capability for SCI, and thus, HIHRP moderates the relationship between SCI and firm productivity. This moderating role is analyzed through the following HIHRP dimensions, namely, ability-enhancing, motivation-enhancing and opportunity-enhancing practices framework. Design/methodology/approach Using empirical data collected from a survey of the agri-food sector (horticultural firms of southern Spain), the moderating effects of HIHRP on the relationship between supply chain external integrations (with customers and suppliers) and productivity are examined. Hierarchical regression analysis is used to test the proposed hypotheses. Findings The results support that HIHRP has a moderating effect on the SCI/productivity relationship. However, these results are only significant in the case of supplier integration. Originality/value This study analyzes HIHRP as a complementary asset in the context of SCI and makes both theoretical and managerial contributions to the SCI literature by empirically analyzing the role of HR practices in enhancing the relationship between SCI and performance.

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