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The aims of this paper are to clarify empowerment as a construct, assess whether environmental and psychological empowerment differentially predicts job outcomes, and investigate the effects of transformation and transactional leadership on empowerment.

University students (n=197) rated leadership and empowerment in their workplaces and a number of job outcomes using an on‐line questionnaire.

Results supported the proposition that empowerment should be separated into its behavioral and psychological components. The dimensions of empowerment also differentially predicted job outcomes. In particular, environmental empowerment was better at predicting outcomes than was psychological empowerment. It was also found that transformational and transactional leadership predicted environmental empowerment more strongly than psychological empowerment.

Limitations include that the study was cross‐sectional, used a student sample, and a single common method for collecting the data. The primary implication for research is that empowerment should be separated into two constructs, environmental and psychological.

Practical implications include that environmental empowerment has more predictive power than does psychological empowerment on workplace outcomes and that leadership has a stronger impact on environmental than psychological empowerment.

This study is the first to call into question the way empowerment has been measured in prior studies and provides useful directions with which to pursue future research in this area.

To better understand how corporate communicators and human resources professionals can champion volunteer activities and youth engagement as evidence of corporate social responsibility (CSR) and sustainability commitment, this chapter explores representations of urban youth conservation–environmental empowerment through a textual analysis of three organizations’ websites: Clearwater, the Philadelphia Zoo, and The Nature Conservancy. In addition to identifying common themes across the websites, I compared each program to the Critical Social Theory of Youth Empowerment (CSTYE) framework consisting of six dimensions for maximum success in empowering youth stakeholders (Jennings, Parra-Medina, Hilfinger-Messias, & McLoughlin, 2006). Recommendations are provided for organizations using environmental–conservation programs targeting young people – and other researchers of this phenomenon.

The study examined the influence of environmental standards set by the SME agro-based processing firms and farmers' environmental empowerment on farmers' adoption of environmentally friendly agricultural practices; and the mediating role of empowerment on the relationship between SME agro-based processing firm environmental standards and farmers' adoption of environmentally friendly agricultural practices.

Data was collected from purchasing managers of the agro-based processing firms. The SPSS software, SMART PLS and CB-SEM software were used to obtain results on the influence of environmental standards set by the SME agro-based processing firms on adoption of environmentally friendly agricultural practices; the influence of farmers' environmental empowerment on adoption of environmentally friendly agricultural practices and the mediating role of farmers' environmental empowerment on the relationship between SME agro-based processing firm environmental standards and farmers' adoption of environmentally friendly agricultural practices.

Findings indicated that SME agro-processing environmental standards have an influence on farmers' adoption of environmentally friendly agricultural practices. Empowering farmers in environmental issues influenced their adoption of environmentally friendly agricultural practices. A partial mediation effect was observed on testing the mediating role of farmers' environmental empowerment on the relationship between SME agro-based processing firm environmental standards and farmers' adoption of environmentally friendly practices.

The study mainly focused on the upstream part of agricultural supply chains. The research has implications to decision-makers in government concerned with enhancing environmentally friendly practices among farmers in general.

The influence of SME agro-based processing firm environmental standards on farmers' adoption of environmentally friendly agricultural practices; the influence of farmers' environmental empowerment on farmers' adoption of environmentally friendly practices; and the mediating role of farmers' environmental empowerment on the relationship between SME agro-based processing firm environmental standards and farmers' adoption of environmentally friendly agricultural practices are aspects that have not been given significant attention.

The purpose of this study to propose a model that links the following human resource (HR) factors: employee environmental empowerment, employee environmental training, employee environmental teamwork, managerial environmental empowerment and managerial environmental training, to environmental performance as perceived by managers.

A survey was administered to 220 manufacturing organizations in Mexico. The survey instrument was self‐report format with attitudinal variables. Items were adopted from previously published scales. A hypothesized model of the variable relationships with structural equation modelling analysis was tested.

The results suggest that managers perceive that both environmental training and environmental empowerment are important to themselves and employees. In this study, overall environmental training had a stronger relationship with the dependent variables than environmental empowerment. In the case of the employee level, the effects were mediated through environmental teamwork.

This study contributes to both theory and praxis. First, it extends the literature related to environmental management and HR management. Second, it examines managerial perceptions of the HR role within the firm for both manager/supervisors and hourly/direct workers. Third, the study is one of the first to investigate the relationships between HR factors and environmental issues in Mexican manufacturing firms. Finally, the study has important implications for practitioners in the manufacturing sector.

The purpose of the present research is to develop a reliable and valid scale to distinguish and measure the three environmental factors of dynamic structural framework, control of workplace decisions, and fluidity in information sharing that are conceptually related to and affect an employee's perception of empowerment. By quantifying the environmental factors that facilitate empowerment through a valid and reliable scale human resource departments will be provided with information that will suggest environmental changes they can implement to improve perceptions of empowerment on the part of employees. Strengths and weaknesses of the scale developed, the organizational empowerment scale, are also discussed.

Drawing on the ability–motivation–opportunity theory applied to the greening of service industries, this paper aims to analyze the extent to which green human resource management plays a role in the adoption of eco-efficiency principles in the financial sector. Environmental knowledge management represents one of the key green human resource management components.

This study conducted a survey with 178 employees working within one of the largest financial banks in Brazil, which has been investing in eco-efficiency for more than ten years.

On the basis of structural equation modelling, this study has provided the following findings: Among all factors taken into consideration in this study, only environmental training positively influences eco-efficiency; training may be suffering owing to barriers associated with empowerment and teamwork; the eco-efficiency program of the studied company would get benefits if it provided more autonomy to employees; and finally, the eco-efficiency program of the studied bank could be more effective if connected with green teams.

To date, this is the first work that relates – with empirical evidence from Brazil – GHRM and eco-efficiency in the financial service industry.

Drawing on the resource-based view (RBV) theory, the purpose of this paper is mainly to show how electronic human resource management (HRM), green employee empowerment, and human resource (HR) business partner role may influence green HRM practices.

A conceptual framework was proposed to test the direct effect of the three independent variables – and key HR factors – on green HRM. Self-administered questionnaire was adopted in a systematic collection of data from manufacturing and service organizations in Malaysia. The partial least squares method was used to test the conceptual framework of the study.

The empirical results demonstrate that green employee empowerment has a significant positive relationship with all dimensions of green HRM practices; the added value of HR business partner role is an important aspect in ensuring the successful implementation of green HRM practices; and surprisingly, electronic HRM was not significantly related with all dimensions of green HRM practices.

As revealed by searches of ISI Web of Knowledge and Scopus, there is no similar work which tested a similar framework based on evidence from an emerging economy. Based on RBV, it is possible to suggest that green employee empowerment and the role of HR as a Business Partner constitute unique resources when adopting green HRM practices.

This study aims to explore the effect of human resource (HR) strategy (e.g. empowerment and teamwork) on green supply chain integration (e.g. green supplier and customer integration), which further leads to economic performance. Moreover, the authors examined the moderating effects of information systems and mutual trust on the relationship between HR strategy and green supply chain integration.

Using the empirical data from 213 Chinese manufacturing firms, this study uses structural equation modeling and hierarchical regressions to examine the conceptual model.

The study’s findings reveal that empowerment and teamwork positively enhance green supplier and customer integration. Green supplier and customer integration are positively related to economic performance. Moreover, information systems positively moderate the relationship between empowerment and green supplier integration but negatively moderate the relationship between teamwork and green supplier/customer integration. Mutual trust positively moderates the relationship between empowerment and green supplier integration and the relationship between teamwork and green customer integration.

This study extends the existing understanding regarding how to enhance green supply chain integration by adopting an appropriate HR strategy in the context of different levels of information systems and mutual trust.

This study aims to explain the factors that affect the performance of traditional fishing business at Kubu Raya Regency of West Borneo Province.

The method used in this research is quantitative method. The research location in Kubu, Padang Tikar and Teluk Pakedai sub-districts of Kubu Raya Regency of West Borneo Province, considering the location is the target of CCDP-IFAD in Kubu Raya district. The data analysis model in this research is done by using structural equation model (SEM) approach with assisted WarpPLS program (partial least square development).

Based on the results of the analysis of SEM, it is revealed that the direct influence of the six dependent variables the environment of the individual fisherman, regulatory and government policy, environmental economics, a social-cultural environment, managerial capacity and the sustainability of the business aspects of ecological management affect directly toward traditional capture fisheries business performance, only empowerment that is not directly influential on performance of traditional capture fisheries business.

The originality in this study is shown in the objectives and variables used in the research, i.e. individual environmental variables of fishermen, government policies and regulations, economic environment, social-cultural environment, empowerment, management capacity and business sustainability influence the performance variable of traditional fishing business. In addition, there is a direct influence, allegedly there is an indirect influence on the variables empowerment of the performance of fishery business.

The purpose of this study is to assess the key determinants of green human resource management (GHRM) and investigate its impact on environmental performance (EP) and business performance (BP).

The research employed SmartPLS 3 and follows a cross-sectional research design. Data from 179 employees were collected using a convenience sampling technique from the firms that adopted GHRM practices.

The research found a significant relationship of GHRM with EP and also reported the significant relationship between EP and BP. Moreover, EP significantly mediates the relationship of GHRM with BP.

A relatively small sample size of employees was used that may suggest the need for a diverse and more representative sample. The paper is based on data collected from the Malaysian manufacturing industry – other economic sectors and Asian countries may offer different results.

The paper identifies the need for incorporating GHRM practices and culture at the workplace to encourage positive green behavior in employees which will increase the EP and BP of the firm.

This paper reported the initial empirical findings after the March 7th incident on EP of businesses in Malaysia, where businesses have initiated the adoption of GHRM practices.