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Article
Publication date: 31 May 2021

Sundas Nisar, Naveed R. Khan and Mustafa Rehman Khan

The purpose of this study was to determine how environmentally specific transformational leadership (ETFL), green training (GT) and psychological green climate (PGC…

Abstract

Purpose

The purpose of this study was to determine how environmentally specific transformational leadership (ETFL), green training (GT) and psychological green climate (PGC) affect environmental passion (EP) of employees which leads to pro-environmental behaviors (PEBs).

Design/methodology/approach

The context of the study was set in textile industry of Pakistan which holds a promising future in the international markets as an emerging export-based industry. Using purposive sampling technique, cross-sectional self-report data were collected from the employees of textile exporting firms (n = 239) of Pakistan. Hypotheses were tested using PLS-SEM.

Findings

The findings revealed that ETFL and PGC act as important predictors of EP, whereas GT plays no role in influencing EP. EP predicts green behavioral intention (GBI) of employees, in turn, GBI predicts employees' PEBs. Further, mediation analyses revealed that EP and GBI sequentially mediated the link between PGC and PEBs.

Research limitations/implications

The present study is not free from its limitations. First, the study adopted cross-sectional design that prevents the causal inferences which the researcher can make from the population. Second, the present study adopted purposive sampling technique which is a non-probability sampling technique. Third, the constructs of this study were assessed with self-report measures which are associated with social desirability bias (Podsakoff and Organ, 1986) or common-method variance (Podsakoff et al., 2003). Hence, this research suggests on the future direction of research based on these limitations.

Practical implications

As per the results of this study, it is also suggested that managers may focus more on the overall organizational and psychological climate rather than on leadership styles alone. While conducting training, the leaders must pay close attention to training objectives to ensure that they do not lead to counterproductive behaviors.

Originality/value

This research adds to the literature in the area of PEBs at micro-level by focusing on how and why employees engage in PEBs.

Details

Management of Environmental Quality: An International Journal, vol. 32 no. 5
Type: Research Article
ISSN: 1477-7835

Keywords

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Article
Publication date: 24 July 2019

Ifzal Ahmad and Waheed Ali Umrani

Combining two distinct streams of research studies in leadership and organizational management i.e. ethical leadership and Green human resource management (Green HRM…

Abstract

Purpose

Combining two distinct streams of research studies in leadership and organizational management i.e. ethical leadership and Green human resource management (Green HRM) practices, the purpose of this paper is to investigate the impact of ethical leadership style (ELS) on employees’ job satisfaction (JS) with a mediating role of Green HRM and psychological safety in health sector organizations.

Design/methodology/approach

A quantitative methodology was adopted to achieve the aims of this study. Data were collected through pencil/paper questionnaires from the respondents (n=177) working in a public sector healthcare organization of Pakistan. Reliability and validity of measures were tested via AMOS (18) software. Results of proposed hypotheses were tested via Preacher and Hayes (2008) macro of mediation.

Findings

Contrary to the first hypothesis, no evidence of the direct impact of ELS on employees’ JS was found. However, the mediating roles of Green HRM and psychological safety were supported by the results.

Originality/value

Through this study, the authors have addressed three key gaps in the extant literature of ELS and corporate social responsibility, i.e. exploring the underlying mechanism through which ELS leads to important outcomes with two novel mediators, i.e. Green HRM and psychological safety, the role of ELS in promoting Green HRM in organizations and evidence from a public sector health organization in a developing country, Pakistan. Implications of the study are discussed.

Details

Leadership & Organization Development Journal, vol. 40 no. 5
Type: Research Article
ISSN: 0143-7739

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Article
Publication date: 28 July 2021

Jiaqi Yan and Wenan Hu

Green product development is a pivotal way to achieve environmental sustainability. The purpose of this paper is to theorize and empirically test how environmentally…

Abstract

Purpose

Green product development is a pivotal way to achieve environmental sustainability. The purpose of this paper is to theorize and empirically test how environmentally specific leadership enhances the green product development performance from the perspective of the HRM system. In this regard, the authors investigate the mediating role of the strength of the HRM system to change with regard to the relationship between environmentally specific leadership and green product development performance. For a substantial explanation of the boundary condition, the authors investigate the moderating role of the green HRM on the relationship between environmentally specific transformational leadership and the strength of the HRM system.

Design/methodology/approach

Based on climate strength theory, the authors use the three-wave survey data from 362 top or middle managers in the new energy industry of China. This study uses hierarchical linear regression and bootstrapping method to analyze the mediated moderation effect.

Findings

Results confirm a positive effect of environmentally specific leadership and the strength of the HRM system on green product development performance. The authors also found the mediation effect of the strength of the HRM system and the moderation effect of green HRM are all significant.

Originality/value

This study integrates the perspectives of both content-focused HRM and process-focused HRM and demonstrates why leadership and the HRM system could jointly enhance green product development performance in Asia.

Details

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

Keywords

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Article
Publication date: 13 July 2021

Naseer Abbas Khan and Ali Nawaz Khan

The purpose of this study is to explore the impact of abusive supervision on employees' voice in China's construction industry. Moreover, the authors explore the mediating…

Abstract

Purpose

The purpose of this study is to explore the impact of abusive supervision on employees' voice in China's construction industry. Moreover, the authors explore the mediating role of ethics-related self-efficacy and work engagement and the moderating influence of psychological climate in explaining the association between abusive supervision and employee voice behavior.

Design/methodology/approach

This study used data in pairs collected from 402 supervisors and employees of construction companies in Anhui, China. In this study, the authors used the time-lag approach to collect data in three-time waves from different respondents. A structural equation modeling (SEM) approach was applied to test the hypothesized model.

Findings

The results of this study indicate that there is a significant association between abusive supervision and employee voice. Moreover, the results indicated that work engagement mediated the association between abusive supervision and employees' voice. In contrast, self-efficacy did not mediate the link between abusive supervision and employee voice. Furthermore, results also show that the contingent effect of psychological climate significantly influences the mediating effect of work engagement.

Originality/value

This study also has implications for the construction industry, allowing managers to create a favorable working atmosphere in which employees can reinforce their voices at work.

Details

Engineering, Construction and Architectural Management, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0969-9988

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Article
Publication date: 20 May 2021

Mehrajunnisa Mehrajunnisa, Fauzia Jabeen, Mohd Nishat Faisal and Khalid Mehmood

This study aims to identify and prioritize Green human resource management (GHRM) practices from the policymaker’s perspective in the United Arab Emirates (UAE)-based…

Abstract

Purpose

This study aims to identify and prioritize Green human resource management (GHRM) practices from the policymaker’s perspective in the United Arab Emirates (UAE)-based manufacturing and service sectors to facilitate sustainable environmental performance.

Design/methodology/approach

Drawing upon the ability–motivation–opportunity (AMO) and corporate environmentalism theory, this study uses the analytic hierarchy process (AHP), a multi-criteria decision-making model, to rank the most influential enablers of GHRM practices. Data were collected from 24 C-suite executives of UAE-based manufacturing and service units.

Findings

Top management orientation for Green, Green organizational culture and Green corporate strategic planning were the most critical enablers that promote GHRM practices in the UAE’s manufacturing and service firms. Past research has mostly overlooked the strategic variables and focused only on organizational level antecedents based on HR bundles of practices.

Research limitations/implications

Data were collected only from UAE firms, hence limiting its generalizability. The study shall help organizations operating in emerging countries adopt the best GHRM practices toward Green goal agendas.

Originality/value

This research provides an AHP framework that can be used to conceptualize and prioritize GHRM practices, which aids in a firm’s Green decision-making and transition toward sustainable Green growth. This study furthers understanding of GHRM practices play out at the various levels-of-analysis within organizations to present a comprehensive paucity of integrative and multi-level studies over recent years. The study may be relevant for other organizations in other national contexts with similar governance homogeneity.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

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Article
Publication date: 30 December 2020

Talat Islam, Mubbsher Munawar Khan, Ishfaq Ahmed and Khalid Mahmood

Human misbehaviors are responsible for climate change as they waste resources and pollute water and air that dilapidate the environment. Considering the fact and…

Abstract

Purpose

Human misbehaviors are responsible for climate change as they waste resources and pollute water and air that dilapidate the environment. Considering the fact and contributing to the United Nations sustainable development goals of 2019, organizations started focusing their green HRM practices to develop employees' green attitudes and behaviors. This study is an attempt in this direction. It examines the impact of ethical leadership on individuals' green in-role and extra-role behaviors with the mediating role of green HRM practices and the moderating role of individual green values.

Design/methodology/approach

The study collected data from 645 MBA executive students working in various manufacturing industries with at least one year of experience. The data were collected using a questionnaire-based survey in two-time lags.

Findings

Hypothesized relationships are tested through structural equation modeling. Findings reflected a significant impact of ethical leadership on green HRM practices, in-role, and extra-role green behaviors. Besides, green HRM practices mediated the relationship between ethical leadership and both types of green behaviors. Furthermore, it was observed that the individual green values strengthened the association between green HRM practices and both types of green behaviors.

Research limitations/implications

A cross-sectional design with time lags was used to avoid common method bias. The findings of the study contribute to supply-value-fit theory and validate the scale of individual green value.

Practical implications

This study guides management that employees only perceive their organizational practices as green when they find their leaders are ethical. Further, considering individual green values in the recruitment process can help organizations accomplishing their green goals.

Originality/value

This study is novel in examining the mediating role of green HRM practices between ethical leadership and green behaviors. Further, the analysis not only validates the scale of individual green values but also noted its moderating role between green HRM and green behaviors.

Details

International Journal of Manpower, vol. 42 no. 6
Type: Research Article
ISSN: 0143-7720

Keywords

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Article
Publication date: 24 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

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Article
Publication date: 3 December 2018

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: 16 April 2020

Wenhao Song, Hongyan Yu and Hui Xu

Green human resource management (GHRM) is critical to enhancing the ability of the companies' green innovation, but this link is rarely explored or empirically tested in…

Abstract

Purpose

Green human resource management (GHRM) is critical to enhancing the ability of the companies' green innovation, but this link is rarely explored or empirically tested in the literature. Drawing upon human capital theory, the study examines a conceptual model that incorporates the effects of green human capital and management environment concern.

Design/methodology/approach

Data were collected from 143 firms in China, and the regression analysis and bootstrapping test were used to assess the hypothesis.

Findings

Our findings indicate that GHRM can positively influence green innovation, and green human capital mediated the link between GHRM and green innovation. In addition, management environment concern moderates the effect of GHRM on green human capital. The results further explore that the indirect effect of GHRM on green innovation through green human capital is significant for the firms with a high management environment concern, but not for this relationship with a low management environment concern.

Originality/value

The findings further extend the scope of GHRM research, and theoretical and practical implications of GHRM are presented to enhance environment sustainability.

Details

European Journal of Innovation Management, vol. 24 no. 3
Type: Research Article
ISSN: 1460-1060

Keywords

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Article
Publication date: 16 August 2019

Richa Chaudhary

The purpose of this paper is to examine organizational attractiveness as a mechanism through which adoption of green human resource management (GHRM) practices affects…

Abstract

Purpose

The purpose of this paper is to examine organizational attractiveness as a mechanism through which adoption of green human resource management (GHRM) practices affects potential employees’ intent to pursue career in an organization. Specifically, an integrative moderated mediation model with employees’ personal environmental orientation as moderator of the above-stated relationship was proposed.

Design/methodology/approach

The sample comprised 172 final-year engineering students registered in a four-year undergraduate program in one of the top higher education institutes in India. SPSS 24 was used to test the moderated mediation model with the help of hierarchical regression procedures.

Findings

Results provided support for the moderated mediation model in which the indirect effect of GHRM on job pursuit intention through organizational attractiveness was moderated by environmental orientation of prospective applicants.

Practical implications

Results highlight the potential of GHRM in turning the organizations into talent magnets. This knowledge will motivate practitioners to effectively integrate GHRM with human resource policies, practices and employee initiatives for attracting quality applicants.

Originality/value

This research by presenting the positive outcomes of GHRM for the organizations contributes to scant academic literature on sustainable human resource management which is deficient with regard to knowledge around its consequences.

Details

International Journal of Productivity and Performance Management, vol. 70 no. 1
Type: Research Article
ISSN: 1741-0401

Keywords

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