Search results

The existing literature indicates that the ultimate purpose of green human resource management (GHRM) practices is to enhance sustainable corporate performance by shaping employees’ green behaviors. In this vein, we argue that green organizational culture and employee existing pro-environmental behaviors are the important factors or channels through which GHRM practices shape green employee behaviors for sustainable corporate performance. Consequently, we draw on the ability, motivation, and opportunity (AMO) framework to examine how firms’ GHRM practices indirectly shape employee green behavior for sustainable corporate performance by cultivating and reinforcing green organizational culture under the boundary condition of high employee pro-environmental behavior.

This study uses multi-source, dyadic, and time-lagged data collected from green HR managers and employees in 242 ISO-14001-certified green firms in the Kingdom of Saudi Arabia. The study applies structural equation modeling through LISREL 12 software for testing of hypotheses.

The findings support the postulation that GHRM practices, directly and indirectly, shape employee green behaviors for sustainable performance. GHRM practices indirectly enhance employee green behaviors for sustainable performance by cultivating and fostering the green organizational culture in the presence of high pro-environmental behavior.

This study outlines theoretical and practical implications on how HRM managers require an established green organizational culture and employee pro-environmental behaviors to effectively direct GHRM for enhanced sustainable corporate performance. HRM managers should make use of appropriate interventions, including but not limited to GHRM practices, to foster a green organizational culture and employee pro-environmental behaviors.

This is an original study that outlines the importance of alignment between Green HRM practices and employee pro-environmental behaviors towards shaping green organizational culture and employee behaviors for corporate sustainability. The study demonstrates how GHRM practices enhance sustainable corporate performance through sequential mediations of green organizational culture and employee green behaviors, and under the boundary condition of pro-environmental behavior.

This study aims to investigate the effect of organizational ambidexterity (OA) and organizational green culture (OGC) on corporate sustainability (CS) while incorporating the mediating role of green innovation (GI) to provide a detailed insight into CS. The study also presents a research framework based on the Organizational Ambidexterity theory and Natural Resource-based view to explain the factors contributing to CS.

Using stratified sampling, the study collected data through survey-based empirical research from 307 textile companies registered with the Securities and Exchange Commission of Pakistan (SECP) or the All-Pakistan Textile Mills Association (APTMA). The collected data were analysed using path analysis, mediation analysis and moderation analysis through smart PLS-SEM version 4.0 to assess the composition and causal association of factors.

The study found a significant relationship between OA and OGC with CS. Furthermore, the study revealed that green innovation partially mediates the relationship between OGC and CS. The proposed research framework can be valuable for promoting and recommending actions to enhance CS.

The study on CS in the textile sector of Pakistan has limitations such as a narrow focus, cross-sectional design and reliance on self-reported data. Future research should explore additional factors, conduct longitudinal research, investigate contextual factors, scrutinize specific green innovation practices and broaden the scope of the study to include SMEs and other textile organizations.

The research framework can help senior executives to foster CS by promoting OGC, OA and GI. Practitioners and academicians can also utilize or further investigate the proposed framework for validation and to foster CS.

This study fills gaps in the existing literature by investigating the mediating effect of GI between OGC and CS. The proposed research framework provides a comprehensive understanding of the factors contributing to CS based on the Organizational Ambidexterity theory and Natural Resource-based view.

This study investigates the crucial link between sustainable practices and organizational development, focusing on sustainable knowledge management (SKM), green innovation (GI) and corporate sustainable development (CSD) in diverse Pakistani organizations.

This study employs a comprehensive research methodology involving advanced statistical techniques, such as confirmatory factor analysis, structural equation modeling and hierarchical linear modeling. These methods are instrumental in exploring the complex interrelationships between SKM, GI, moderating factors and CSD.

This research generates significant findings and actively contributes to sustainable development. The following sections (Sections 4 and 5) delve into the specific findings and in-depth discussions, shedding light on how industry regulation, organizational sustainability priorities, workplace culture collaboration and alignment between green culture and knowledge management practices influence the relationships between SKM, GI and CSD. These findings provide valuable insights for the research community and organizations striving for sustainability.

The study’s findings have practical implications for organizations seeking to enhance their sustainability efforts and embrace a socially and environmentally conscious approach to organizational growth.

This study contributes to the literature on sustainable practices and organizational development. Researchers and business people can learn a lot from it because it uses advanced econometric models in new ways and focuses on the link between knowledge management, GI and sustainable corporate development.

The primary objective of this study was to understand the impact of Corporate Social Responsibility on Employee Green Behavior, examining the mediating role played by Green Human Resource Management Practices and the moderating influence of Employee Green Culture.

To accomplish this, a careful research approach was taken, using a thoughtfully designed random sampling method to encompass 300 banking employees, ensuring a robust representation of the diverse workforce in the banking sector.

The empirical findings identified green human resource management practices as a pivotal mediator and employee green culture as a significant moderator. It elucidated how the strategic implementation of green human resource management practices can act as an amplifier, strengthening the positive effects of corporate social responsibility on employee green behavior. This insight underscores the strategic importance of aligning human resource practices with sustainability goals to further enhance the environmental consciousness of employees. It was revealed that the presence of a nurturing organizational culture, one that encourages and supports environmentally responsible behaviors can significantly bolster the association between corporate social responsibility and green behavior among employees.

These findings underscore the essential role of organizational culture as a catalyst for the successful implementation of corporate social responsibility initiatives and the cultivation of a sustainable corporate ethos. This comprehensive research underscores the profound significance of corporate social responsibility, green human resource management practices and employee green culture in fostering and promoting environmentally responsible behaviors within the banking industry. These findings hold substantial implications not only for businesses but also for policymakers.

Top management and managers must highlight environmental issues and adopt green product innovation (GPI) to implement eco-friendly management in their businesses. This research aims to examine the impact of top management’s green commitment and adaptability culture (AC) on organizational green performance (OGP) mediated by GPI.

The study was conducted in the context of the textile industry of Pakistan, where a sample of 232 employees was collected for the data analysis. The study adopted a quantitative approach, and the data collected were analyzed using relevant statistical tools (SPSS 24 and Smart PLS 3.0) to address the research questions.

The present study supported positive relationships of top management green commitment (TMGC) and AC with the OGP, whereas GPI mediated the relationships.

Integrating the AC, TMGC, GPI and the organization’s green performance is a milestone as it serves as an effort to present a model promoting green management research. The study’s findings could be used in the textile sector to foster a green culture by strengthening green AC and GPI by raising environmental concerns within the workforce.

The purpose of this study was to investigate the implications of green knowledge sharing (GKS), organizational green culture (OGC) and green training and development (GTD) for organizational environmental citizenship behavior (OECB) in the hotel sector in Ghana.

Using self-administered survey procedures, 415 operational-level employees in hotel facilities provided the data and was analyzed through partial least square structural equation modeling. Bootstrapping was conducted using 10,000 subsamples and Importance-Performance Map Analysis (IPMA) performed.

It was established that GKS influences both OECB and OGC. OGC also influenced OECB and played a mediating role in the influence of GKS on OECB. Similarly, GTD played a positive moderating role in the link GKS has on OECB. Finally, it was revealed via IPMA that OECB’s most important antecedent is GKS.

Due to the roles of GKS and GTD in promoting OGC and OECB, organizations should motivate their employees to share green knowledge and also invest more in GTD. Gamification and sponsoring employees to attend GTD programs are examples of actions to be taken in this regard.

This study explores antecedents of OECB which is overlooked in the literature in general and specifically, hospitality industry-focused green studies. Using IPMA, it also determines the most important antecedent of OECB which most studies focused on the hospitality industry do not go further to do.

There is a growing need to promote and practice sustainable HRM to foster greener organizations with trained employees who have an attitude and behavior to preserve depleting resources. The purpose of this study is to highlight the importance of sustainable green human resource management (Green HRM) practices along with organizational identification (OI) as a mediating factor and perceived organizational support (POS) as a moderating factor.

Quantitative methodology was used, and the data were collected from 311 employees working in telecommunication organizations located in the twin cities of Rawalpindi and Islamabad, Pakistan. Results of the study are based on the structural equation modeling technique using Smart-PLS.

Findings revealed that OI proved to be a significant positive mediator between Green HRM and organizational citizenship behaviors for the environment. POS also proved to be a significant moderator on the relationship between Green HRM and OI.

The study is limited to the two cities of Pakistan; future studies can focus on more cities so that the results can be more generalized.

This study will especially be useful for HR practitioners to develop mechanisms to initiate and encourage sustainable HR practices.

Organizations’ positive position is established through the inculcation of green activities among their employees. Thus, a sense of responsibility and attachment among employees toward green behavior makes them good citizens. It also works well for their organization as well as for the environment. Moreover, it preserves environmental resources and helps ensure sustainability.

The research paper was aimed at exploring the importance of sustainable Green HRM practices in a developing country like Pakistan.

This quantitative study, rooted in the resource-based view (RBV) theory, aims to investigate the relationships among green transformational leadership, green process innovation, employee environmental beliefs and firm environmental performance in Italian manufacturing companies. This study unfolds a nuanced narrative of how strategic green transformational leadership, coupled with environmentally conscious processes, can synergistically enhance an organization's overall environmental performance.

The multi-item survey questionnaire used in this study was distributed to leaders in a diverse sample of Italian companies. A total of 296 valid responses were obtained from the surveys. The collected data were analysed using statistical methods such as correlation, confirmatory factor and structural equation modelling using SPSS software.

The direct influence of green transformational leadership on firm environmental performance is supported. It also confirms the positive impact of green process innovation on environmental outcomes. It identifies green process innovation as a mediator between green transformational leadership and firm environmental performance, and employee environmental beliefs moderate the link between green transformational leadership and firm environmental performance.

This research contributes by advancing understanding within the RBV framework by elucidating the specific mechanisms through which green transformational leadership programs promote green process innovation, enhance environmental performance for organizational success, achieve sustainability goals and foster collaboration and stakeholder engagement.

This study emphasizes the significance of establishing green leadership programs, encouraging green process innovation and systematically monitoring environmental performance to accomplish organizational success and sustainability goals.

This study presents a novel and original examination by integrating the RBV theory on the relationships between green transformational leadership, green process innovation and firm environmental performance, shedding new light on the role of employee environmental beliefs.

Employee green behavior (EGB) is a type of pro-environment behavior at the workplace strategized by organizations to attain sustainable development goals. While organizations have prioritized eco-friendly practices to attain sustainability objectives, EGB has emerged as an essential area of research. Considering the need for sustained employee green behavior, it is important to understand what stimulates such behaviors in an organization. Therefore, we propose a theoretical model grounded in social exchange theory to assess the effect of organizational commitment on employee green behavior, work-related use of social media, social well-being and psychological well-being.

A questionnaire-based survey approach was used to collect data from 203 employees of Indian manufacturing and service industries. Partial least square structural equation modeling (PLS-SEM) analysis was applied to examine the proposed hypothesis.

The results revealed positive and significant effects of organizational commitment on psychological well-being, social well-being, work-related social media use and employee green behavior. Further, psychological well-being mediates the association between work-related social media use and employee green behavior.

This is one of the first studies to examine the effect of organizational commitment on employee green behavior to the best of our knowledge. Additionally, the findings empirically establish organizational commitment, work-related social media use and psychological well-being as antecedents to employee green behavior, thus offering novel insights and theoretically contributing to the employee green behavior, well-being and organizational literature.

This study aims to investigate the emerging and attractive phenomenon of sustainable performance influenced by the role of effective knowledge management with the mediation effect of green innovation. This study incorporated the formative construct of knowledge management, which consists of knowledge creation, acquisition, knowledge sharing and knowledge application that collectively predict sustainable performance and enable the firms to become innovative under a greening perspective. This study contributed to the body of knowledge by explaining the effect and influence of knowledge management practices and greening perspective on sustaining performance.

The empirical evidence of this relationship is examined in the current research to establish effective knowledge management practices for ensuring sustainability in Malaysia’s production and service industry. The data was collected from individuals from Malaysia’s small and medium enterprise (SME) sector by using a convenience sampling technique, and analysis was performed by using the SmartPLS4.

This study’s results revealed that knowledge management influences performance by inclusion of green practices. Similarly, green innovation predicts sustainable performance; finally, green innovation mediates the relationship between knowledge management and sustainable performance. Organizations are required to ensure knowledge management practices, including the creation of knowledge, acquisition, sharing and application of knowledge to sustain performance, with a mediation effect and an essential element of green innovation that empirically explains the association between knowledge management practices and performance.

The scope of research is limited and restricts the capacity of findings for a broader context inside Malaysia. There is a need to consider the organizational culture, contextual elements and leadership styles in investigating and explaining the critical phenomenon of sustainable performance.

Organizations are required to ensure knowledge management practices, including the creation of knowledge, acquisition, sharing and application of knowledge to sustain performance, with a mediation effect and an essential element of green innovation that empirically explains the association between knowledge management practices and performance.

Sustainable performance has the potential to increase the economic, social and environmental concerns of the firm, as strategies must be performance-centric to achieve the objectives. This research effort can assist Malaysia’s SME sector from various perspectives. This study provides the basis for taking the initiatives for knowledge management by focusing on creation, acquisition, sharing and application practices for achieving sustainable performance. This study incorporated the emerging concept of green innovation for its actions and strategies to achieve sustainable performance, and the actions of firms to adopt and implement the green practices that influence sustainable performance.

The framework for this study is novel. This study has been conducted to determine the sustainable business performance influenced by knowledge management, technological advancements and green supply chain management, moderated by leadership support. This study incorporated the formative construct of knowledge management, which consists of knowledge creation, acquisition, knowledge sharing and knowledge application that collectively predict sustainable performance and enable the firms to become innovative under a greening perspective. This study contributed to the body of knowledge by explaining the effect and influence of knowledge management practices and greening perspective on sustaining performance.