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Article
Publication date: 1 June 2021

Nasrin Barforoush, Akbar Etebarian, Amirreza Naghsh and Arash Shahin

Many industries accomplish green innovation for sustainable development, but it should play a significant role in the sustainable development and implementation of an…

Abstract

Purpose

Many industries accomplish green innovation for sustainable development, but it should play a significant role in the sustainable development and implementation of an organizations benefit. The purpose of this paper is to examine if green business innovation in terms of technology, organization, stakeholder and policies is able to develop competitive advantages.

Design/methodology/approach

This study was carried out in two stages and covered 4 variables and 21 indicators. Based on the experts’ opinions and literature review, a self-administered questionnaire was distributed among 113 experts of oil refining companies in Iran. The data were analyzed by the structural equation modeling technique.

Findings

The results indicated the effects of organizational factors, legislation, regulations and technology on green innovation. They also revealed the role of green innovation in reaching competitive advantages. Moreover, the relationship between stakeholder and green innovation was investigated.

Practical implications

The findings provide guidance on how firms can be better prepared for green innovation and get the most out of it and deal with the risks involved in green innovation, it is important that companies evaluate organization, technology and environment readiness and formulate corresponding strategies. Such a proactive approach can help enterprise control and minimize the risks of green innovation. A self-evaluation of the green innovation readiness of an enterprise helps the enterprise establish a mechanism to keep track of technological evolution.

Originality/value

This study contributes to the emerging field of green innovation which embed organization, technology, stakeholders, legislation and flows of the value created, delivered and captured in a value network. It also highlights the gaps in addressing the challenges of an innovative model for competitive advantages and suggests avenues for future research.

Details

International Journal of Innovation Science, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1757-2223

Keywords

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Article
Publication date: 29 May 2019

Tazeem Ali Shah, Mohammad Nisar Khattak, Roxanne Zolin and Syed Zulfiqar Ali Shah

The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee…

Abstract

Purpose

The main purpose of this paper is to examine the mediating role of psychological capital in the relationship between perceived psychological empowerment and employee satisfaction, normative organizational commitment and turnover intentions.

Design/methodology/approach

To test the proposed research model, the authors collected field data from seven telecommunication companies located in the Islamabad Capital Territory of Pakistan. Through a two-wave data collection design, a total of 411 participants reported their perceptions about psychological empowerment and psychological capital at Time 1 and their job satisfaction, normative organizational commitment and turnover intention at Time 2.

Findings

Results supported the hypothesized relationships, showing that psychological capital fully mediates the relationship between perceived psychological empowerment and employee job satisfaction, normative organizational commitment and turnover intention.

Research limitations/implications

This study relied on cross-sectional data, which does not fully satisfy the conditions of establishing causality.

Practical implications

Results of this study will help organizations and practitioners to understand the importance of psychological empowerment and psychological capital and how they positively influence organizational performance, including employee job satisfaction, normative organizational commitment and turnover intention.

Originality/value

Drawing upon the self-determination theory of Deci and Ryan (2000), this study contributes to organizational behaviour literature by proposing and testing psychological capital as an underlying mechanism that can explain the impact of psychological empowerment on employee satisfaction, normative organizational commitment and turnover intention.

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