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Article
Publication date: 13 November 2017

Tuan Trong Luu

The aim of this study is to investigate how corporate social responsibility (CSR) contributes to organizational citizenship behavior for the environment (OCBE) among…

Abstract

Purpose

The aim of this study is to investigate how corporate social responsibility (CSR) contributes to organizational citizenship behavior for the environment (OCBE) among employees in hotel industry. Corporate green brand should be built not only from the provision of green products or services but also from green behavior among employees in their daily activities. This study also seeks the understanding of the moderating effects of corporate entrepreneurship (CE) and employees’ attachment styles on the relationship between CSR and OCBE.

Design/methodology/approach

The data for testing the study model were harvested from respondents in the hotel industry in Vietnam business context.

Findings

The research results unveiled the positive effect of CSR on OCBE and the roles of CE and employee attachment styles in moderating this effect.

Research limitations/implications

Hospitality organizations should integrate CSR initiatives into their sustainable strategy to shape employee OCBE. Entrepreneurial values should also be cultivated among employees to drive them to further respond to CSR initiatives and engage in OCBE.

Originality/value

This study expands CSR and green research streams by identifying the effect of CSR on OCBE among hotel employees as well as moderation mechanisms of CE and employee attachment styles for such an effect.

Details

International Journal of Contemporary Hospitality Management, vol. 29 no. 11
Type: Research Article
ISSN: 0959-6119

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Article
Publication date: 3 December 2020

Zonghua Liu, Shiye Mei and Yulang Guo

Green human resource management (GHRM) is a new management philosophy and pattern that applies the concept of “green” to human resource management, which plays an…

Abstract

Purpose

Green human resource management (GHRM) is a new management philosophy and pattern that applies the concept of “green” to human resource management, which plays an important role in realizing environmental goals and obtaining competitive advantage. Based on 201 effective samples from 3 manufacturing enterprises, this study investigates the relationship between GRHM, green organization identity (GOI), environmental values and organizational citizenship behaviors for the environment (OCBEs). The results show that GRHM has a significant positive impact on OCBEs, and GOI plays an intermediary role in the relationship between GRHM and OCBEs, and environmental values moderate the impact of GRHM on GOI and OCBEs. The findings have important theoretical implications for enterprises to achieve green development strategy.

Design/methodology/approach

This study selects three manufacturing enterprises certified by the environmental management system ISO14001, which meet the environmental protection requirements of the Chinese Government, local communities and customers. Through interviews and referring to enterprise documents, the researchers find that the enterprises have set environmental protection standards such as energy consumption, solid waste emissions, water consumption and waste recycling. The enterprises surveyed have adopted the GRHM practice, such as green training for employees, encouraging employees to participate in green activities and so on. This study collects data in two ways: on-the-spot and entrustment questionnaire distribution. In the first stage, the data of GRHM and environmental values were collected. A total of 277 questionnaires were distributed and 264 were sent back, among them 252 were valid.

Findings

GRHM has a positive impact on OCBEs. GOI mediates the influence of GRHM on the OCBEs, and environmental values moderate the effect of GRHM on organizational identity and OCBEs.

Originality/value

This paper investigates the effect and mechanism of GRHM in China and provides theoretical guidance for enterprises to implement green management effectively.

Details

Chinese Management Studies, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1750-614X

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Article
Publication date: 14 January 2019

Tuan Trong Luu

Mechanisms behind employees’ pro-environmental behaviors have increasingly been attracting scholarly attention. The purpose of this study is to examine how environmentally…

Abstract

Purpose

Mechanisms behind employees’ pro-environmental behaviors have increasingly been attracting scholarly attention. The purpose of this study is to examine how environmentally specific servant leadership contributes to employees’ organizational citizenship behavior for the environment (employee OCBE).

Design/methodology/approach

In this research, employees from resort hotels in Central Vietnam were selected as participants. The data analysis was conducted through structural equation modeling and bootstrapping test.

Findings

Environmentally specific servant leadership exhibited the positive association with employee OCBE through employee environmental engagement as a mediator. Two moderation mechanisms – organizational support for green behaviors and person-group fit – were also found to serve as enhancers for the effect of environmentally specific servant leadership on employee OCBE.

Practical implications

The research results provide hospitality organizations with a premise for the focus of servant leadership and organizational support around pro-environmental values. It is also vital for practitioners to build the fit between employees and the organization’s pro-environmental values so as to further promote their positive reaction to environmentally specific servant leadership and engagement in pro-environmental behaviors.

Originality/value

The present study marks the confluence between environmentally specific servant leadership and employee OCBE research streams and provides a moderated mediation mechanism to shed light on such a relationship.

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Article
Publication date: 13 May 2019

Zhiyong Han, Qun Wang and Xiang Yan

The purpose of this paper is to investigate the mediating effect of felt obligation for constructive change on the relationship between responsible leadership and…

Abstract

Purpose

The purpose of this paper is to investigate the mediating effect of felt obligation for constructive change on the relationship between responsible leadership and organizational citizenship behavior for the environment (OCBE) in a China corporate environment, and this paper also analyze the moderated mediating effect of supervisor-subordinate guanxi on indirect relationship between responsible leadership and OCBE via felt obligation for constructive change.

Design/methodology/approach

This paper used 380 employee samples to analyze the relationship between responsible leadership and OCBE. Hierarchical regression analyses and structural equation modeling was adopted to analyze the data.

Findings

The authors found that the felt obligation for constructive change plays a fully mediating role between responsible leadership and OCBE. The authors also found a positive interaction between responsible leadership and supervisor-subordinate guanxi on felt obligation for constructive change, and then the indirect effect of responsible leadership on OCBE via felt obligation for constructive change was stronger when employees perceived a high-level supervisor-subordinate guanxi.

Research limitations/implications

When responsible leadership stimulates employees to generate a high sense of constructive change, employees are more likely to engage in OCBE. This study provides evidence for cognitive evaluation theory. This study further demonstrated the importance of establishing high-quality supervisor-subordinate guanxi for responsible leaders and subordinates in China.

Practical implications

In the management practice of the organization, the role of responsible leadership should be strengthened in terms of leadership development and, employee training and promotion, and high-quality supervisor-subordinate guanxi help to promote the effectiveness of responsible leadership.

Originality/value

This paper discusses how and when responsible leadership influences OCBE in a China corporate environment.

Details

Leadership & Organization Development Journal, vol. 40 no. 3
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 25 February 2020

Zahid Hameed, Ikram Ullah Khan, Tahir Islam, Zaryab Sheikh and Rana Muhammad Naeem

Recent research has demonstrated an increasing awareness among business communities about the importance of environmental concerns. Green human resource management (GHRM…

Abstract

Purpose

Recent research has demonstrated an increasing awareness among business communities about the importance of environmental concerns. Green human resource management (GHRM) has become a crucial business strategy for organizations because the human resource department can play a key role in going “green.” This study tests an integrative model incorporating the indirect effects of GHRM practices on employee organizational citizenship behavior toward environment (OCBE), through green employee empowerment. Moreover, this study investigates the moderating effect of individual green values on OCBE.

Design/methodology/approach

Using a paper–pencil survey, we collected multisource data from 365 employees and their immediate supervisors from Pakistan.

Findings

The results of structural regression revealed that GHRM has a significant indirect effect on OCBE through green employee empowerment. The results also indicated that individual green values moderated the positive relationship between green employee empowerment and OCBE.

Practical implications

Organizations should appropriately appraise workers’ green behavior and align their behavior to pay and promotion. Organizations should also encourage and motivate employees to be engaged in green activities and contribute to environmental management.

Originality/value

This study suggests that green employee empowerment and individual green values are important factors that influence the relationship between GHRM and employees' OCBE, and it empirically analyzes these proposed relationships in a developing country context.

Details

International Journal of Manpower, vol. 41 no. 7
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 7 October 2019

Zahid Hameed, Ikram Ullah Khan, Tahir Islam, Zaryab Sheikh and Safeer Ullah Khan

The purpose of this paper is to extend the corporate social responsibility (CSR) literature by examining the influence of a firm’s external CSR activities (efforts…

Abstract

Purpose

The purpose of this paper is to extend the corporate social responsibility (CSR) literature by examining the influence of a firm’s external CSR activities (efforts directed toward external stakeholders of the firm) and internal CSR activities (efforts directed toward employees) on employees’ organizational citizenship behaviors toward the environment (OCBE) via organizational pride. The authors also examine the moderating role of perceived organizational support (POS) between CSR and organizational pride.

Design/methodology/approach

A total of 324 questionnaires were collected from the hospitality industry of Pakistan.

Findings

The results of this research revealed that dimensions of CSR (external and internal) have a positive influence on organizational pride. Also, organizational pride is found as an underlying mediating mechanism between the relationship of CSR and OCBE. The results also indicated that a higher level of POS strengthens the relationship between CSR and organizational pride.

Practical implications

The findings are limited to only hospitality industry. Organizations can enhance employees’ sense of pride through CSR activities, which subsequently enhance employees OCBE. The findings also suggested that organizational pride contains intrinsic motivation that can help employees to enhance their OCBE.

Originality/value

This research suggests that organizational pride and POS are important factors which influence the relationship between CSR and OCBE. Further, it also empirically tests this model in a developing country context.

Details

South Asian Journal of Business Studies, vol. 8 no. 3
Type: Research Article
ISSN: 2398-628X

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Article
Publication date: 2 July 2020

Jyotsna Bhatnagar and Pranati Aggarwal

In this paper, the authors propose and empirically test an integrated model which investigates the relationship between POS-E (perceived organizational support for the

Abstract

Purpose

In this paper, the authors propose and empirically test an integrated model which investigates the relationship between POS-E (perceived organizational support for the environment) and employee outcomes, which are employee eco-initiatives (the first category of OCBE), employee psychological capital and alienation. Meaningful work as a mediator between POS-E and employee outcomes was also investigated.

Design/methodology/approach

The study utilized a survey method to empirically test the hypothesized relationships on a sample of 303 respondents. For testing, Confirmatory factor analysis for the proposed and alternative models, Structural Equation Modeling (SEM) based on software AMOS, version 20.0 was used. This was to ensure validity and construct distinctiveness among the variables in the study and to evaluate the fit of the hypothesized measurement model in comparison to several alternate models. To estimate the effects of meaningful work (as a mediator) on the association between POS-E and eco-initiatives, psychological capital and alienation, the authors administered Sobel test.

Findings

The present research augments the contemporary research on environmental sustainability and employee outcomes by further developing the emerging constructs of perceived organizational support of the environment (POS-E) and organized citizenship behavior toward the environment (OCBE), which is measured by eco-initiatives. The results imply that POS-E is positively associated with eco-initiatives and employee psychological capital and is negatively associated with alienation. The findings further suggest that meaningful work mediates the association between POS-E and all the outcome variables which are: employee-eco-initiatives, psychological capital and alienation.

Research limitations/implications

The findings confirm the desired direction of research and accomplished the research objective of the study. As the consequences of POS-E imply immense value for all stakeholders, decision-makers must also reflect on the means of enhancing employees' understanding. Further, it is imperative, that the organization supports their environmental goals and values, and their green engagement.

Practical implications

Results of the present study exhibit wide practical inferences for the managers. HR managers need to organize the passion for green behavior and work on intrinsic drivers of employee green engagement to let it sustain over a period of time. As society gradually expects increased organizational contributions towards environmental sustainability, this paper indicates that those employees who get an opportunity to act in coordination with environmental objectives will engage in eco-initiatives, exhibit higher psychological capital, and be less likely to feel alienated. The results imply that leaders should examine a diversity of probable interventions to enhance POS-E in order to gain from the initial rise in perceived meaningful work, employee eco-initiatives, increased psychological capital and reduced alienation. These interventions may lead to higher passion for sustainability and green behavior.

Social implications

Further, this work supports the work of Toffel and Schendler (2013), whose study states that organizations should market their environment and climate initiatives, climate activism, such that customers and suppliers appreciate their leadership, and understands what matters. This work supports the work of Turaga et al. (2010), whose study states that for pro-environment behavior, environment passion is an intrinsic behavior which is needed (see Afsar et al., 2016). The current study enhances the need to trigger employee's sense of pro-environment passion at work place for significant results.

Originality/value

This is a pioneer study, in India which confirms and extends the construct of POS-E using Social Exchange theory as an underpinning theory. We found that POS-E was linked with previously untested employee consequences, like employee eco-initiatives and psychological capital and that it was negatively associated with alienation. Our study confirmed mediator variable to be meaningful work in the relationship between POS-E and psychological capital, alienation and eco-initiatives

Details

Employee Relations: The International Journal, vol. 42 no. 6
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 5 March 2018

Nik Nadian Nisa Nik Nazli and Sheikh Muhamad Hizam Sheikh Khairudin

This paper aims to identify the relationship between organizational learning culture, psychological contract breach, work engagement, training simulation and transfer of…

Abstract

Purpose

This paper aims to identify the relationship between organizational learning culture, psychological contract breach, work engagement, training simulation and transfer of training, to examine the effect of transfer of training on organizational citizenship behaviour and to determine the mediating effect of transfer of training on the relationship between organizational learning culture, psychological contract breach, work engagement and training simulation with organizational citizenship behaviour. This study investigated these relationships in the context of public sector organizations in Malaysia.

Design/methodology/approach

The data for this study were collected by using the purposive sampling from Malaysian Civil Defence Force or Angkatan Pertahanan Awam (APM) employees who attended a disaster preparedness training programme between March to May 2015. The questionnaire was the main tool for the data gathering. The data were analysed using structural equation modelling technique using AMOS 22 version software.

Findings

The findings showed that work engagement and training simulation are the factors that influence the transfer of training, and there is a positive effect of the transfer of training on the organizational citizenship behaviour. The result also demonstrated that the transfer of training is the mediator in the relationship between work engagement, training simulation and organizational citizenship behaviour.

Research limitations/implications

This study focuses on public sector areas which is Malaysia Civil Defense Force (APM). No interview session was conducted due to the time constraint in completing this study.

Originality/value

This study extends the existing understanding of factors that influence transfer of training and the effect of transfer of training on employees and organization. In other words, through the positive transfer of training, organizations not only attain positive returns on their training investment but also improve the performance and the work attitude of the organization’s employees.

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Article
Publication date: 14 February 2020

Alexander Yuriev, Olivier Boiral and Laurence Guillaumie

The aim of this study was to identify and quantitatively assess the importance of psychosocial and organizational factors that influence employees' intentions to engage in…

Abstract

Purpose

The aim of this study was to identify and quantitatively assess the importance of psychosocial and organizational factors that influence employees' intentions to engage in pro-environmental behaviors at the workplace.

Design/methodology/approach

A questionnaire based on the theory of planned behavior was completed by 318 employees. To validate three suggested hypotheses, a series of path analysis models were constructed using AMOS software.

Findings

The theory of planned behavior explained 79 percent and 37.7 percent of variance in predicting intentions of employees to travel to work using alternative transportation and to make eco-suggestions directed toward the workplace, respectively. While organizational barriers did not play a significant role in predicting intentions to use alternative transportation, some organizational obstacles (opinion of colleagues, required paperwork) influenced workers' intention to make eco-suggestions.

Originality/value

This is one of the first articles in the field of pro-environmental workplace behaviors in which the theory of planned behavior is implemented in a systematic manner (qualitative exploration of beliefs followed by their quantitative evaluation). This article contributes to the existing literature by shedding light on the disproportionate influence of organizational and psychosocial factors on pro-environmental workplace behaviors.

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Article
Publication date: 13 April 2020

Rabindra Kumar Pradhan, Lalatendu Kesari Jena and Nrusingh Prasad Panigrahy

Sustainability is seeking for a new approach to bolster organisational success as it is expected to be mobilised through collaborative efforts of employees and management…

Abstract

Purpose

Sustainability is seeking for a new approach to bolster organisational success as it is expected to be mobilised through collaborative efforts of employees and management. The present study aims to examine the moderating role of sustainability practices between self-efficacy and organisational citizenship behaviour (OCB).

Design/methodology/approach

A total of 527 full-time executives employed in Indian public and private manufacturing industries were surveyed. Harman’s single-factor test was carried out using analysis of moment structures (AMOS 20.0) to test the bias associated because of common method variance (CMV). Moderated regression analysis was used through hierarchical models to test the proposed hypotheses.

Findings

The results indicate a positive relationship between self-efficacy and OCB. The significant moderation effect was observed in the interaction graph, as the simple slope analysis indicated relatively high level of sustainability practices and self-efficacy and they were found to be positively associated with OCB.

Research limitations/implications

The cross-sectional sample of executives employed in Indian manufacturing organisations limits the generalisation of the findings. The study has not figured the temporal effects and hence longitudinal studies have also been proposed for the assessment of causality.

Practical implications

Organisations are expected to foster inclusiveness and open channel of communication with their employees to execute best sustainable practices. HR department need to create awareness among their employees and establish an ongoing feedback mechanism to promote such psychological drives.

Originality/value

The proposed model and the subsequent findings of the study extend the literature on the relationship among self-efficacy, OCB and sustainability practices. The outcome of this work can be used by HR functionaries and senior management practitioners while formulating and implementing the sustainability strategies.

Details

Journal of Indian Business Research, vol. 12 no. 4
Type: Research Article
ISSN: 1755-4195

Keywords

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