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Human Resource Management International Digest, vol. 16 no. 3
Type: Research Article
ISSN: 0967-0734

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Book part
Publication date: 14 August 2014

Frank Martela

What makes employees feel well within an organization? The aim of the present chapter is to start from a paradigm that emphasizes human relationality, affectivity, and…

Abstract

What makes employees feel well within an organization? The aim of the present chapter is to start from a paradigm that emphasizes human relationality, affectivity, and intersubjective systems, and accordingly focuses on how well-being is emerging from contextual interrelations between employees. Applying this perspective to a qualitative study of nurses in a nursing home, I came to see the work community as a well-being-generating system in which the well-being of individual members is constructed together as an ongoing social accomplishment. In addition, I identified four systemic processes within the work community that greatly influence the well-being-generating capacity of the system.

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Emotions and the Organizational Fabric
Type: Book
ISBN: 978-1-78350-939-3

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Book part
Publication date: 25 July 2008

Sally Russell and Andrew Griffiths

In this chapter we argue for further research that examines the role of the individual in addressing environmental issues. We review current research that examines…

Abstract

In this chapter we argue for further research that examines the role of the individual in addressing environmental issues. We review current research that examines emotionality as it relates to issues of the natural environment and identify disparate findings in the literature. In order to integrate findings from environmental psychology and management we draw on the theories of issue ownership, and organizational identification as a frame with which to examine emotionality and pro-environmental behavior in organizations. In doing so, we put forward a conceptual model and testable propositions as a basis for future research.

Details

Emotions, Ethics and Decision-Making
Type: Book
ISBN: 978-1-84663-941-8

Article
Publication date: 25 April 2022

Khalid Farooq, Mohd Yusoff Yusliza, Zikri Muhammad, Muhamad Khalil Omar and Nik Hazimah Nik Mat

Successfully fostering employee ecological behaviors can reduce the environmental impacts of an organization while boosting performance. This paper aims to investigate the…

Abstract

Purpose

Successfully fostering employee ecological behaviors can reduce the environmental impacts of an organization while boosting performance. This paper aims to investigate the factors and organizational strategies for employees to engage in ecological behaviors.

Design/methodology/approach

The study uses a qualitative method. Academicians from four top-ranked research universities from Malaysia participated in semi-structured interviews.

Findings

The in-depth analysis of the interviews identified several factors (environmental attitude, feedback, green self-efficacy, leadership role, organizational culture and employee empowerment) and strategies (incentives; top management support; creating environmental knowledge and awareness; rules and regulations; and sustainability advocates) for promoting ecological behavior in the workplace.

Research limitations/implications

This study was limited to Malaysian public research universities. Future research could investigate additional variables that might influence employee ecological behavior. Implications include policymaking, which emphasizes boosting environmental factors among academicians.

Originality/value

Research studies on employee ecological behavior are minimal. This research contributes to the literature by discussing how different stimuli and strategies are used in the top four-ranked green universities of Malaysia for ecological behavior in the workplace.

Details

Social Responsibility Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1747-1117

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Article
Publication date: 9 May 2016

Amoako Kwarteng, Samuel Ato Dadzie and Samuel Famiyeh

The purpose of this study is to empirically examine the impact of sustainability as measured by the triple bottom line constructs on the competitive advantage of…

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Abstract

Purpose

The purpose of this study is to empirically examine the impact of sustainability as measured by the triple bottom line constructs on the competitive advantage of manufacturing firms in Ghana.

Design/methodology/approach

To understand the impact of sustainability on competitive advantage, a survey was conducted where managers were asked about their engagement in the sustainability issues and how it affects their competitive advantage. The study uses the structural equation modelling (SEM) and, in particular, the partial least square (PLS) approaches to SEM.

Findings

The results of this study indicate that economic and social have a positive impact on the corporate image but not the environment. In addition, corporate image and social have positive impact on corporate performance, whilst economic and environment seem not to have any impact on corporate performance.

Research limitations/implications

The study is limited to only manufacturing firms operating in the Ghanaian environment. It is important, therefore, for firms in Ghana to invest in social sustainability initiatives, as it will ultimately affect their bottom line performance. This study provides policy implications to Ghana and other developing countries to implement the necessary policies and provide incentives to improve environmental awareness.

Originality/value

There have been just a few studies that tried to find out the impact of sustainability constructs and performance and how corporate image mediates this relationship.

Details

Journal of Global Responsibility, vol. 7 no. 1
Type: Research Article
ISSN: 2041-2568

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Article
Publication date: 4 February 2021

Sameera Mohamed Alzaidi and Shilpa Iyanna

The purpose of this paper is to develop a conceptual model based on an integrative approach to better understand voluntary pro-environmental behavior of employees.

Abstract

Purpose

The purpose of this paper is to develop a conceptual model based on an integrative approach to better understand voluntary pro-environmental behavior of employees.

Design/methodology/approach

The paper reviews theoretical approaches and uses an integrative perspective to develop a model to try to understand voluntary pro-environmental behavior in the workplace.

Findings

The authors developed a conceptual model of voluntary pro-environmental behavior of employees with four main variables: attitude, perceived behavioral control, personal norms and perceived corporate social responsibility. The authors also suggest that habit may have a moderating effect, which has been neglected in previous studies.

Practical implications

Recognition of the importance of voluntary pro-environmental behavior of employees could enable organizations to develop more strategies and polices that strengthen their formal corporate social responsibility programs.

Social implications

Business owners and decision makers who are helping to promote voluntary behavior will contribute to institutions’ environmental performance, saving natural resources and promoting pro-environmental practices.

Originality/value

The proposed model will offer future studies a holistic understanding of the factors that predict voluntary pro-environmental behavior of employees and the extent to which this behavior depends on organizational motivators.

Article
Publication date: 17 February 2012

Marta M. Berent‐Braun and Lorraine M. Uhlaner

This study aims to examine the relationship of ownership behaviors with both firm financial performance and family assets in the context of family owned businesses.

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Abstract

Purpose

This study aims to examine the relationship of ownership behaviors with both firm financial performance and family assets in the context of family owned businesses.

Design/methodology/approach

The research framework allows for a comparison of predictions drawn from social psychological, economic, and management literature. The hypotheses are tested using ordinary least squares hierarchical regression analyses conducted on a nonrandom sample of medium and large family businesses.

Findings

The empirical results identify four potential categories of responsible ownership behaviors: professionalism, active governance, owner as resource, and basic duties. Professionalism (i.e. acting in accordance with expectations and agreements among owners and in relation to the firm) is the only behavior positively associated with financial performance. The effect of active governance (i.e. the monitoring of management) on financial performance is moderated by business size – this behavior has a negative effect on the dependent variable for all but the largest firms in the sample.

Research limitations/implications

The limitations of the current research and directions for further research include issues related to sampling, other possible variables to be explored, and alternative validations of the responsible ownership concept.

Practical implications

This study has direct practical implications for owners' actions in relation to one another and with other actors in the firm.

Originality/value

This study contributes to existing research on governance by developing a better understanding of the role of owners and their influence on the firm.

Details

Journal of Small Business and Enterprise Development, vol. 19 no. 1
Type: Research Article
ISSN: 1462-6004

Keywords

Article
Publication date: 18 January 2022

Jing Ye, Xufan Zhang, Lulu Zhou, Decai Wang and Feng Tian

The purpose of this paper is to explore the psychological mechanism linking green human resource management (GHRM) to the in-role and extra-role green behavior of new employees.

Abstract

Purpose

The purpose of this paper is to explore the psychological mechanism linking green human resource management (GHRM) to the in-role and extra-role green behavior of new employees.

Design/methodology/approach

Based on the AMO framework, the authors used three-wave survey data from 399 newcomers and 103 superiors in China. This study uses the bootstrapping approach with Mplus 7.0.

Findings

The analysis shows the direct effect of GHRM on the in-role and extra-role green behavior of new employees as well as the mediating effects between perceived insider status and perceived external prestige.

Originality/value

This study expands research on GHRM to the in-role and extra-role green behavior of new employees. This paper also enhances the understanding of green behaviors inside and outside the roles of new employees and provides scientific implications for the green development of organizations.

Details

International Journal of Manpower, vol. 43 no. 3
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 8 July 2021

Paul Kivinda Muisyo, Su Qin, Thu Hau Ho and Mercy Muthoni Julius

The rising public concern for the natural environment is compelling business entities to revise their business models toward green management. Most manufacturing firms…

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Abstract

Purpose

The rising public concern for the natural environment is compelling business entities to revise their business models toward green management. Most manufacturing firms have realized that green innovation is a critical factor that drives their success. However, green human resource scholars have overlooked this research line despite the potential contribution it can advance in green management scholarship. This paper empirically models the extent to which green innovation culture (GIC) moderates the relationship between green human resource management (GHRM) and green competitive advantage (GCA). The paper has two-fold objectives. First, to investigate the effects of GHRM and GIC on the firm's GCA and second, to model the extent to which GIC moderates the link between GHRM practices and GCA of manufacturing firms in Zhejiang Province of China.

Design/methodology/approach

Data were collected from 324 Chinese employees from the manufacturing sector. The authors captured data from all levels of the organization. The authors made three models equations: two direct and one interactive. The authors then applied structural equation modeling (SEM) using AMOS 24 to test the study models and hypothesis.

Findings

The findings suggest that GHRM practices, which include recruitment and selection, training and development (green abilities); performance management and reward and compensation (green motivation); and employee involvement and leadership (green opportunities) have a significant positive effect on the firms GCA. The findings also indicate that firms that GIC, which include green product innovation (GPDI) and green process innovation (GPRI), promotes the firm's GCA. The paper further reveals that firms that combine GHRM and GIC attain higher GIC than those which practice GHRM only.

Originality/value

This paper draws a roadmap on how the top management in manufacturing firms can drive the firm's operations toward a higher GCA. It's the pioneer paper to suggest the combination of GHRM and GCI for enhanced GCA.

Details

Journal of Manufacturing Technology Management, vol. 33 no. 1
Type: Research Article
ISSN: 1741-038X

Keywords

Article
Publication date: 9 April 2021

Małgorzata Budzanowska-Drzewiecka and Marta Tutko

Environmental management researchers stress the need to study the determinants of employee pro-environmental behaviour in different cultural settings. This study focusses…

Abstract

Purpose

Environmental management researchers stress the need to study the determinants of employee pro-environmental behaviour in different cultural settings. This study focusses on employee voluntary pro-environmental behaviours in Poland. It aims (1) to examine the scope of employee green behaviours in the private and public sphere and (2) to explore the relationship between individual motivation and pro-environmental behaviours.

Design/methodology/approach

Self-administered questionnaire was used for collecting data from 325 Polish employees. A structural equation modelling was applied to estimate the effects of individual motivation on pro-environmental behaviours in both private and public sphere. The psychometric properties of the Polish version of the Motivation Toward the Environment Scale based on self-determination theory were checked beforehand.

Findings

Polish employees mainly engage in private-sphere pro-environmental behaviours. The engagement of employees in green behaviours is driven by autonomous motivation. Intrinsic motivation is a more important driver in the case of private-sphere pro-environmental behaviours; integrated regulation in the public sphere. The relationship between controlled motivation and employee pro-environmental behaviours in both spheres is unclear.

Research limitations/implications

As the data were gathered amongst Polish employees, the proposed model may be applied in culture-specific conditions in Poland.

Originality/value

This paper explores the extent to which individual motivation may foster pro-environmental behaviour of employees. Moreover, it offers the validation of the Polish version of the Motivation Toward the Environment Scale.

Details

Management of Environmental Quality: An International Journal, vol. 32 no. 5
Type: Research Article
ISSN: 1477-7835

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