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1 – 10 of 806This study aims to demystify the mediating mechanism behind the relationship between green human resource management (HRM) and an organization’s environmental performance with the…
Abstract
Purpose
This study aims to demystify the mediating mechanism behind the relationship between green human resource management (HRM) and an organization’s environmental performance with the support of resource-based view theory and social exchange theory. Specifically, this study investigates the sequential mediation of green work engagement and green innovation on the direct effect of green HRM on environmental performance.
Design/methodology/approach
This quantitative study collected data from 311 employees working in various Indian manufacturing firms using an online survey. Structural equation modeling was used to determine the model fit of the serial mediation model, and PROCESS macro was used to test the hypotheses.
Findings
The findings of the study revealed the following important results. First, green HRM positively affects an organization’s environmental performance. Second, green work engagement mediates the effect of green HRM on environmental performance. Third, green innovation mediates the effect of green HRM on environmental performance. Fourth, green work engagement and green innovation sequentially mediate the green HRM–environmental relationship.
Practical implications
This study offers the following practical implications. First, it improves the managerial comprehension of the processes in enhancing environmental performance. Second, it implies that managers need to implement green HRM in their organizations as they play a pivotal role in improving employees’ green work engagement, organizations’ green innovation and environmental performance.
Originality/value
The present study is one of the primary research works that examined the serial mediating effect of green work engagement and green innovation in the relationship between green HRM and environmental performance. This study enriches the existing literature on green HRM and environmental performance by uncovering the mediating mechanism of green work engagement and green innovation.
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Suhaiza Zailani, Muhammad Khalilur Rahman, Asif Hussain Nizamani, Azmin Azliza Aziz, Miraj Ahmed Bhuiyan and Md. Abu Issa Gazi
This study aims to investigate the impact of sustainable innovation and disruptive innovation on sustainable supply chain performance of manufacturing firms in Malaysia. The study…
Abstract
Purpose
This study aims to investigate the impact of sustainable innovation and disruptive innovation on sustainable supply chain performance of manufacturing firms in Malaysia. The study also examined the moderating role of supply chain clockspeed in the relationship between sustainable innovation, disruptive innovation and sustainable supply chain performance.
Design/methodology/approach
The data were collected from 231 respondents in manufacturing firms in Malaysia. The data were analyzed using the partial least square-based structural equation modelling (PLS-SEM) technique.
Findings
The findings revealed that sustainable innovation and disruptive innovation had a significant and positive effect on sustainable supply chain performance. Supply chain clockspeed moderated the relationship between sustainable innovation and sustainable supply chain performance. The findings also identified that there was no moderating effect on the relationship between disruptive innovation and sustainable supply chain performance.
Research limitations/implications
This study merely focuses on sustainable supply chain performance in Malaysian manufacturing firms. Samples from manufacturing firms in Malaysia were used in the current study, and the outcomes may vary for different nations.
Practical implications
To increase the firm’s commercial success, it is necessary to promote sustainable supply chain practices, including supply chain clockspeed, sustainable innovation and disruptive innovation.
Originality/value
This study adds to the body of knowledge by explaining the positive influence of sustainable innovation and disruptive innovation on sustainable supply chain performance in Malaysian manufacturing firms while also emphasizing the moderating role of supply chain clockspeed in this relationship. The contribution of this study could enable managers to develop sustainable supply chain performance in the manufacturing sector, based on sustainable innovation, disruptive innovation and supply chain clockspeed.
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Lindani Myeza, Marianne Kok, Yvette Lange and Warren Maroun
This study aims to examine how governing bodies demonstrated stakeholder engagement during the time of the COVID-19 crisis in South Africa.
Abstract
Purpose
This study aims to examine how governing bodies demonstrated stakeholder engagement during the time of the COVID-19 crisis in South Africa.
Design/methodology/approach
This study uses a qualitative approach based on semi-structured interviews with 18 participants, comprising of preparers of financial statements, board members and management consultants/advisors. The study also relied on the analysis of articles on corporate webpages and publications produced by professional bodies on the economic, social and environmental impact of COVID-19.
Findings
The results of this study indicated that governing bodies demonstrated stakeholder engagement during times of crisis through transparent reporting, corporate social responsibility initiatives and active stakeholder inclusivity.
Originality/value
This study contributes to the body of research on stakeholder engagement during a crisis and provides evidence of the role stakeholder inclusivity can play in responding to a crisis. The findings will be useful in understanding the importance of stakeholder engagement during times of crisis. The study is one of the first, to the best of the authors’ knowledge, to evaluate how stakeholder engagement principles can be followed by governing bodies during a crisis.
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Badar Latif, James Gaskin, Nuwan Gunarathne, Robert Sroufe, Arshian Sharif and Abdul Hanan
Debates regarding climate change risk perception (CCRP), particularly its scale and impact on social and environmental sustainability, have continued for decades. CCRP is…
Abstract
Purpose
Debates regarding climate change risk perception (CCRP), particularly its scale and impact on social and environmental sustainability, have continued for decades. CCRP is experiencing a renaissance with an increased focus on environmentally relevant behaviors to mitigate the effects of climate change. However, CCRP lacks investigation from the employee perspective. Supported by the social exchange and value–belief–norm theories, this study aims to address the impact of employees’ CCRP on their proenvironmental behavior (PEB) via the moderating roles of environmental values and psychological contract breach.
Design/methodology/approach
The nonprobability convenience sampling technique was used to collect survey data from a sample of 299 employees across 138 manufacturing firms in Pakistan.
Findings
The results show that employees’ CCRP positively impacts their PEB and that this relationship is moderated by their environmental values and psychological contract breach. Specifically, environmental values strengthen the CCRP–PEB relationship, while psychological contract breach weakens it.
Practical implications
The findings of the study emphasize useful guidance for managers and practitioners as a future avenue to restructure the climate change framework by emphasizing the conditions (i.e. environmental values and psychological contract breach). In doing so, the study is beneficial for managers and practitioners in helping to increase employees’ PEB through the development of climate change action plans.
Originality/value
To the best of the authors’ knowledge, this study is one of the first investigations into CCRP–employees’ PEB nexus in the developing country context. The study incorporates social exchange and value–belief–norm theory, which serve as the CCRP’s theoretical underpinnings. The findings advance the new knowledge about a firm’s social responsibility to achieve the sustainable development goals outlined in the UN’s 2030 Agenda.
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Mohammad M. Taamneh, Manaf Al-Okaily, Jamal Daoud Abudoleh, Rokaya Albdareen and Abdallah M. Taamneh
The purpose of this study was to investigate the connection between green human resource management (GHRM) and corporate social responsibility (CSR). In addition, this study also…
Abstract
Purpose
The purpose of this study was to investigate the connection between green human resource management (GHRM) and corporate social responsibility (CSR). In addition, this study also investigates how the impact of GHRM varies depending on the extent of transformational leadership.
Design/methodology/approach
Adopting a quantitative approach, the sample consists of 376 employees who hold leadership positions in the academic body and those who work in human resources units at universities who won the Web Metric Award.
Findings
Results have shown that all GHRM practices were found to have a significant and positive effect on CSR. In addition, the findings revealed that transformational leadership positively moderates the relationship between GHRM and CSR.
Originality/value
The findings of this study contribute to the existing body of knowledge by providing empirical evidence of the positive relationship between GHRM practices, transformational leadership and CSR performance. In addition, the study highlights the moderating influence of transformational leadership on the relationship between GHRM and CSR, suggesting that transformational leadership can increase the efficacy of GHRM practices in promoting CSR outcomes.
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Purpose of This Chapter: In the age of a hyperactive environment, organizations have to find ways to deal with the pressure of low engagement among employees. Hence, the present…
Abstract
Purpose of This Chapter: In the age of a hyperactive environment, organizations have to find ways to deal with the pressure of low engagement among employees. Hence, the present study aims to explore the types of participative practices for engaging employees in service sector organizations in India and to examine the level of association among the participation practices.
Design / Methodology / Approach: The primary data is extracted from the employees working in the service sector in the northern region of India. An integration of convenience and snowball sampling has been used. Finally, exploratory factor analysis has been employed to analyze the data.
Findings: The analysis emphasizes the effectiveness of engagement-oriented practices for organizations. Financial participation, consultation, and delegation enhance employee inclusion and management decision-making. These practices improve employee engagement, crucial for the well-being of healthcare staff responsible for people’s lives, aligning with the study’s objectives.
Practical Implications: This study offers insights for HRM and development practitioners to improve employee engagement through delegation and respect. Consultation enhances idea generation, reducing conflicts. Financial participation motivates and benefits both employees and management. The implications are valuable for managers and emerging economies, promoting growth through engagement-focused practices.
Originality: This study extends a clear vision to the managers of countries where the governments are trying harder to push the growth of emerging economies. Through the provision of information regarding the utilization of employee participation practices targeted at engagement, economic situations can be enhanced.
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Neha Bellamkonda and Murugan Pattusamy
Drawing from the self-determination theory (SDT) model of work motivation (Gagné and Deci, 2005), the paper aims to examine the relationship between employee intention to stay and…
Abstract
Purpose
Drawing from the self-determination theory (SDT) model of work motivation (Gagné and Deci, 2005), the paper aims to examine the relationship between employee intention to stay and happiness through work engagement and analyses how hope acts as a boundary condition in this relationship.
Design/methodology/approach
In this study a survey was conducted among the individuals working in the Information Technology (IT) and Information Technology Enable Services (ITeS) sector across India. The data were assessed through PROCESS v.3.3 macros in Statistical Package for Social Sciences (SPSS).
Findings
The moderated mediation results from 256 responses reveal that the intention to stay is positively related to happiness and that this relationship is mediated by work engagement. The indirect effect of intention to stay on happiness is seen to be strengthened by hope, thus substantiating the moderated mediation hypothesis.
Practical implications
The empirical insights will be valuable for managers and organisations in the IT/ITES sectors around the globe. Happy employees are productive employees, and practitioners should focus on creating a positive environment.
Originality/value
This study aids in understanding the outcomes of intention to stay and moderating the role of hope between intention to stay and work engagement. It highlights how the positive construct of intention to stay and the negative construct of intention to quit, while essentially different, also appear to be two sides of the same coin. If an employee has decided to quit, it would be futile to bear further costs on them, whereas, if they intend to stay, they are unlikely to engage in deviant behaviours.
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Geeta Rana and Vikas Arya
This study sought to determine the role of green human resource management (GHRM) in fostering employees' environmental performance (ENVP). This study aims to advance knowledge…
Abstract
Purpose
This study sought to determine the role of green human resource management (GHRM) in fostering employees' environmental performance (ENVP). This study aims to advance knowledge related to the role of firms’ GHRM activities in cultivating eco-responsible behaviors among employees, considering green innovation (GI) as a mediator.
Design/methodology/approach
For this study, data of 579 respondents were collected from employees working in the manufacturing industry in India. In all, 579 employees from the manufacturing sector in India participated in the study. The proposed model was tested using SMART PLS 3.3.
Findings
The findings of this study stated that GHRM was found significantly to predict ENVP in the Indian manufacturing industry, and GI exhibited partial mediation. This study emphasizes that GHRM activities carried out by firms encourage employees to engage in innovation to develop green products and find novel green operation processes to improve firms’ ENVP.
Research limitations/implications
As this study is limited to manufacturing organizations in India, the results of this study cannot be generalized; future studies may examine the proposed model in different contexts to generalize findings.
Originality/value
This study encourages policymakers to devise laws to enable organizations to implement GHRM practices. This study contributes to the existing literature on the environmental aspects of corporate social responsibility and environmental management. This study is one of the few attempts that seek to assess the relationship between GHRM, ENVP and GI in the Indian manufacturing industry. The contribution of this paper is significant to limit GHRM literature, as it empirically investigates the association between GHRM and ENVP.
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Anuradha Iddagoda, Rebecca Abraham, Manoaj Keppetipola and Hiranya Dissanayake
Military values/virtues are a subset of ethical values. The purpose of this study is to examine the effect of military virtues on job performance, either directly, or indirectly…
Abstract
Purpose
Military values/virtues are a subset of ethical values. The purpose of this study is to examine the effect of military virtues on job performance, either directly, or indirectly through mediation by, loyalty, patience, respect, employee engagement, job performance, military ethics, courage, self-discipline, caring, military virtue, Sri Lanka Air Force (SLAF) employee engagement.
Design/methodology/approach
Military virtues were conceptualized as a collective construct, consisting of loyalty, courage, patience, respect, self-discipline and caring. Using a sample of 254 military officers in the SLAF, the authors measured the effect of military virtues on job performance. The first model was a direct measurement of the influence of military virtues on job performance. The second model measured the influence of military virtues on employee engagement, followed by measurement of the influence of employee engagement on job performance. Structural equation modeling was used in data analysis.
Findings
Both direct effects and mediated effects of military virtues on job performance were significant. However, the direct effect was stronger, suggesting that military virtues in and of themselves resulted in superior performance, more effectively, than by first increasing employee engagement with the task or the organization.
Originality/value
This may be an initial empirical examination of the effects of military virtues on job performance.
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