Effect of green human resource management practices on organizational sustainability: the mediating role of environmental and employee performance

The influence of green human resource management on university sustainability in higher education: the role of mediating environmental performance and green commitment

The purpose of the research is to examine how green human resource management (GHRM) contributes to the sustainability of the university. This study also focuses on how environmental performance and dedication to sustainability can act as mediators. Additionally, it seeks to examine the interplay between GHRM practice and university sustainability and how green environmental success and green dedication moderate that interaction. As the primary technique of data collection, a survey questionnaire on green HRM and environmental factors was distributed to a total of 273 university staff at Majmaah University in Saudi Arabia. The results of staff environmental performance and commitment point to a beneficial impact on sustainability in higher education institutions. Our study also demonstrates that when an employee scores highly on green performance evaluation and appraisal, the impact of green HRM practices on green dedication is more significant. By connecting green HRM practices to university sustainability through sustainability impact and green commitment, the current study adds fresh theoretical insights into the field of environmental management literature. Our findings give staff members advice on how and when to use green HRM techniques to improve university sustainability in higher education institutions.

Environmental sustainability among workers in Ghana: The role of green human resource management

The study examined the role of green human resource management (HRM) practices on environmental sustainability (ES) among workers in Ghana. An explanatory research design was adopted for the study. Using a structured questionnaire, data was drawn from 221 workers from various sectors. Data gathered was analysed with Partial Least Square-Structural Equation Modelling. The study found that there is a direct link between green HRM and ES behaviour among workers in Ghana. The novelty of the findings of this study relates to workers' perspectives across multiple sectors in Ghana and is the first study to have applied value alignment theory to argue for green HRM and ES from the Global South. The study offers insights into how organisations in Ghana can integrate sustainable practices into human resource management strategies, fostering a more environmentally conscious workforce and contributing to national, regional and international sustainable development goals.

How does green human resource management foster employees' environmental commitment: A sequential mediation analysis

Drawing on the social identity theory, this study aims to examine the impact of organizational pride and organizational identification as sequential mediators in the association between green HRM and employee environmental commitment. The study extended prior research by incorporating the sequential mediators of organizational pride and organizational identification. The researchers gathered data from 267 employees of telecommunications companies in Pakistan. They used Smart PLS software version 3.0 to carry out partial least squares structural equation modeling to verify the hypotheses. The results indicate that green HRM leads to organizational pride, which, in turn, leads to increased organizational identification and, consequently, enhances environmental commitment. The findings hold significant value to practitioners and HR managers striving to develop HR practices that support sustainability, contribute to a culture of environmental responsibility, and lead to positive green outcomes for employees.

Influence of Green Human Resource Management on firm's environmental performance: Green Employee Empowerment as a mediating factor

This research aimed to investigate the mediating function of Green Employee Empowerment (GEE) in the relationship between Green Human Resource Management practices (GHRM) and the environmental performance of small and medium-sized enterprises (SMEs) in Ghana, drawing on the Ability-Motivation-Opportunity (AMO) theory. This study assessed the hypotheses in the established research model using structural equation modeling based on data collected from 320 participants from small and medium-sized firms in Ghana. The study's results revealed that GHRM practices were significantly correlated with the firm's environmental performance. The study found significant GHRM's indirect consequences on environmental performance through GEE in all models examined. These findings suggest that GEE plays a crucial role in translating the impact of GHRM practices into improved environmental performance. The study overlooked other potential mediators or moderators in the relationship between GHRM practices and environmental performance, focusing on GEE. To better understand the complex dynamics behind GHRM techniques' environmental performance, future research might examine business culture, leadership style, and employee sustainability attitudes.

Empowering leadership: A conflict resolver and a performance booster for organizations

Organizational sustainability has become a critical challenge in the current era. This research purpose is to determine the impact of empowering leadership on conflict management and employees' performance for organizational sustainability. Furthermore, it also investigates the moderating impact of emotional stability on the relationship between empowering leadership, conflict management, and employee performance. Quantitative data for this research was collected from 512 middle-management-level employees from manufacturing firms in China. The partial least squares structural equation modelling results highlighted that empowering leadership positively impacts conflict management and employees' performance. Furthermore, the study showed that the organization's sustainability is possible with conflict management and employee performance when there is emotional stability. The theoretical grounding of this research closed a loop in the literature, and the findings are reliable for practice for organization sustainability.

Financial fragility, human resource management, and transition to renewable energy in Asian economies: a comparative analysis

The main hurdle in deploying renewable energy projects is the high initial cost, making it difficult for businesses and individuals to afford it. The fragility of the financial sector and human resource management further slows the pace of renewable energy demand. Therefore, we aim to investigate the impact of financial fragility and human resource management on renewable energy consumption over time horizon 1997-2020. To that end, the analysis employed the ARDL-PMG model. For Asia as a whole and all other sub-regions, including South East Asia, East Asia, South Asia, and Western Asia, the estimates for bank non-performing loans are notably negative. In general, these findings imply that a rise in financial fragility significantly reduces renewable energy consumption in the long run. In the short run, the estimates attached to both bank non-performing loans and bank costs are negatively significant in Asia and sub-regions of Western Asia only. The results for the human resources show that it exerts a significant and positive influence on renewable energy demand in Asia as a whole, South Asia, East Asia, and Western Asia. The estimates attached to human resources are statistically insignificant in all models in the short run. In the end, some important public strategies and their implementations have been discussed.

Does green HRM really matter for sustainable performance? The role of environmental consciousness and green intellectual capital

The purpose of this study is to investigate the impact of a set of green human resource management (HRM) practices on sustainable performance in Pakistani higher education institutions (HEIs), while also taking into account the mediating influence of environmental consciousness and green intellectual capital. Furthermore, the study aims to assess the association between environmental consciousness and green intellectual capital, along with the sustainable outcome. The study data was collected from 250 HR managers and executive officers who were responsible for implementing green HRM practices and sustainable performance in the education sector of Pakistan. Smart PLS-4 software was used to perform the statistical analysis of the data. According to the results of this study, green HRM practices play a substantial role in enhancing sustainable performance. The study also identified a link between green HRM practices and sustainable performance via environmental awareness and green intellectual capital. The research contributes to the theoretical paradigm's social cognitive theory by offering information on green HRM practice bundles and sustainable performance. The research also demonstrates that green intellectual capital and environmental consciousness operate as a bridge between green HRM practices and long-term sustainable performance. The study's findings have real-world applications for education, policymakers, and human resource managers at the highest levels. In order to achieve sustainable performance, the study emphasizes the significance of developing green intellectual capital and implementing green HRM practices.

Enhancing industrial environmental performance: interplay among environmental sustainability, green HRM, and green competitive advantage

This study highlights the importance of green human resource management (HRM) practices, which investigates the connection between environmental sustainability and green competitive advantage. Using the CGM model and the generalized method of moments (GMM), this research investigates how green HRM may foster environmental sustainability by creating a competitive advantage for businesses. Research shows that green HRM may achieve green competitive advantage practices, crucial for environmental sustainability. By "green HRM practices," we mean incorporating environmental concerns into traditional HRM processes, including hiring, training, evaluating, and compensating employees. However, the importance of green HRM practices cannot be overstated due to their efficiency in creating a competitive advantage and advancing environmental sustainability. Specifically, the research shows that businesses that have adopted "green HRM practices" outperform their competitors in terms of environmental sustainability. The last section emphasizes the importance of green HRM as a key facilitator of environmental sustainability. Implications for businesses that want to improve their environmental performance are also provided.

Impact of green human resource management practises on sustainable performance: serial mediation of green intellectual capital and green behaviour

This research aims to examine the factors that determine the sustainable performance of the hospitality sector of Pakistan. Particularly, it measures the effect of three green HRM practises on hotels' social, economic, and environmentally sustainable performance. The research model incorporates a serially mediated role of green intellectual capital and green behaviour to connect green training, green benefits and compensation, and green hiring with sustainable performance. The study uses the Social Cognitive Theory and resource-based view theory and analyses data using simple random sampling, confirmatory factor analysis, and structural equation modelling. Data is collected from the staff of hotels through a dyad approach by employing the self-administered 5-Likert scale questionnaire. The response rate is 99%, and findings show that green intellectual capital and green behaviour serially mediate amongst green performance, green training, sustainable social performance, sustainable economic performance, and environmentally sustainable performance. However, green hiring does not regress directly or partially with the components of sustainable performance. The study's originality develops green HRM practises based on sustainable performance in the hospitality sector in developing nations. The study's findings are important for achieving sustainable development goals, improving the hospitality sector performance, and employees' role in sustainable performance. The study is sector-specific, and future studies may choose the moderated role of factors to determine sustainable performance.

Impact of green human resource management on green creativity in pharmaceutical companies: mediation role of green mindset

This research study analyzed the impact of green human resource management on the green creativity of the employees of the pharmaceutical companies of Lahore, Pakistan, with the mediating role of a green mindset and the moderating role of green concern. The convenience sampling technique was used to sample employees of pharmaceutical companies. The study was quantitative and cross-sectional in nature, and it used correlation and regression analysis to investigate the hypothesis. A sample of 226 employees (including managers, supervisors, and other staff members) was drawn from different pharmaceutical companies in Lahore, Pakistan. The results of the study indicate that green human resource management has a positive significant effect on the green creativity of employees. Findings further explain that the green mindset acts as a mediator and partially mediates the relationship between green human resource management and green creativity. Furthermore, this study examined the role of green concern as a moderator and the results explain the insignificant relation which shows that green concern does not moderate the relationship between the green mindset and green creativity of the employees of pharmaceutical companies in Lahore, Pakistan. The practical implications of this research study are also discussed.

A review of environmental friendly green composites: production methods, current progresses, and challenges

The growing concern about environmental damage and the inability to meet the demand for more versatile, environmentally friendly materials has sparked increasing interest in polymer composites derived from renewable and biodegradable plant-based materials, mainly from forests. These composites are mostly referred to as "green" and they can be widely employed in many industrial applications. Green composites are less harmful to the environment and could be potential substitutes for petroleum-based polymeric materials. It is helpful to limit usage of fossil oil assets by developing biopolymer matrices such as cellulose-reinforced biocomposites using renewable assets such as plant oils, carbohydrates, and proteins. This paper focuses on green composites processing utilizing a variety of naturally available resources, sustainable materials which are not detrimental to the environment, new scientific signs of progress in achieving green sustainable development, as well as nanotechnology and its environmental consequences. Additionally, the environmental impacts of different composite materials are examined in this paper, along with their production from eco-friendly materials. Moreover, the manufacturing aspects of green composites and some concerns related to their production are also discussed. The merits of green composite materials and valid reasons why they are a valuable substitute for the traditionally used composite materials are also covered.

Analyzing the pro-environmental behavior of pharmaceutical employees through Green HRM practices: the mediating role of green commitment

Since last few decades, preserving the natural environment has been considered an important issue. Almost every organization is paying attention to environmentalism worldwide. The successful green management in a firm depends on the employee's pro-environmental behavior. The purpose of this study is to examine the impact of green human resource management practices on employee's pro-environmental behavior. While considering the mediating role of green commitment. Both Green Human Resource Management Practices and pro-environmental behavior have been considered by various studies but determining green behavior through Green Human Resource Management practices was neglected before. Therefore, this study adopts a quantitative approach to fill the gap. Data has been collected from 279 employees through convenience sampling from the pharmaceutical industry of Pakistan. Structural equation modeling was used to analyze the developed constructs. The findings show that there is a direct and indirect effect of Green Human Resource Management practices on employee's pro-environmental behavior through green commitment. The study is unique in its implications. It provides practical and theoretical implications. This study not only bridges the gap highlighted in the literature by introducing Green Human Resource practices as antecedents toward green behavior but also contributes to the literature of organizational behavior, environmental studies, and human resource management and strengthen the AMO framework by using it to explain employee's green behavior through Green Human Resource Management practices.

Recent trends of green human resource management: Text mining and network analysis

Issues of the environmental crisis are being addressed by researchers, government, and organizations alike. GHRM is one such field that is receiving lots of research focus since it is targeted at greening the firms and making them eco-friendly. This research reviews 317 articles from the Scopus database published on green human resource management (GHRM) from 2008 to 2021. The study applies text mining, latent semantic analysis (LSA), and network analysis to explore the trends in the research field in GHRM and establish the relationship between the quantitative and qualitative literature of GHRM. The study has been carried out using KNIME and VOSviewer tools. As a result, the research identifies five recent research trends in GHRM using K-mean clustering. Future researchers can work upon these identified trends to solve environmental issues, make the environment eco-friendly, and motivate firms to implement GHRM in their practices.

Lean, agile, resilient, and green human resource management: the impact on organizational innovation and organizational performance

There are four paradigms of lean, agile, resilient, and green (LARG) which can promote human resource culture to create novel ideas and increase performance in organizations. This study aims to conceptualize, develop, and validate four lean, agile, resilient, and green paradigms in human resource management (HRM) context and investigates how different LARG HRM elements can affect organizational innovation and performance. In this way, a conceptual model for investigating the LARG concept in HRM is proposed. A new tool to measure lean, agile, resilient, and green indicators in service industry has been developed. Using convenience sampling method, an online survey questionnaire is managed to collect data from 102 service sector organizations, including banking and financial services, transportation, hotel, telecom, and insurance, having more than 50 employees in Iran. The collected data are analyzed by partial least squares-structural equation modeling (PLS-SEM). The results indicate that the LARG HRM significantly and positively influences organizational performance. In addition, the LARG HRM indirectly affects organizational performance through organizational innovation. The findings also showed that employee's ability to perform several different jobs from the lean paradigm, paying attention to employee's ideas in decision-making from the agile paradigm, increasing the ability of staff to change rules in different situations from the resilient paradigm, and having employees with a full understanding of environmental policies from the green paradigm, is the most effective elements among the LARG paradigms factors. This study provides valuable insights into recognizing the most effective LARG elements and factors for implementing the LARG HRM in organizations and how it contributes to enhancing organizational performance and organizational innovation in order to achieve competitive advantage.

The Impact of Corporate Social Responsibility on Sustainable Innovation: A Case in China’s Heavy Pollution Industry

Exploring the impact of corporate social responsibility (CSR) fulfillment and disclosure on enterprises’ sustainable innovation capacity can not only expand the research boundary of factors of sustainable innovation and the impact of CSR, but it can also serve as a reference for the decision-making of listed companies in increasing pollution problems. Using a sample of 224 Chinese A-share businesses in the heavy pollution industry listed between 2016 and 2020 and employing an ordinary least square regression, the results provide empirical evidence that CSR is positively associated with sustainable innovation. Second, the business environment can serve as a moderator of the relationship between CSR and sustainable innovation, and the positive relationship between CSR and sustainable innovation is more pronounced in regions with better macroeconomic conditions. Additionally, the improvement of CSR for sustainable innovation is more clear in state-owned firms than in non-state-owned enterprises. After a series of robustness tests that eliminate marketization, law enforcement, and macro-political unpredictability, the results still hold. This study broadens the scope of CSR and sustainable innovation research. In addition, the theoretical and practical significance of this study’s findings is referenced in this paper.

The management of Industry 4.0 technologies and environmental assets for optimal performance of industrial firms in Malaysia

The integration of Industry 4.0 (I4.0) has emerged as an innovative paradigm for industrial firms contemplating environmental and economic issues. This study explicates the role of I4.0 technologies (I4.0TEC) in reinforcing the management of environmental assets (ENVASS) as well as optimizing financial performance (FP). The data in this research was collected from 738 industrial firms in Malaysia between 2009 and 2018. The analyses of ordinary least square statistics (OLS) and structural equation modeling (SEM) delineated three major findings. The individual effect of ENVASS, robotization, and flexibility in production technologies has a marginal impact on sales, exports, and labor productivity indicators. The complementarities of these variables represent a similar effect on the performance indicators. The findings related to gross operating margin elucidate that ENVASS and I4.0TEC have neither individual nor complementarity effects. This was explained by developing a robust model by integrating ENVASS, I4.0TEC, spending and investing in R&D, flexibility in production, and human capital management. Our findings have confirmed that the proposed model offers a functional toolkit for the firms considering optimizing their profitability by leveraging ENVASS and I4.0TEC. This research also contributes to developing an ethical business model for the circular economy.

Promoting farming sustainability: The effects of age, training, history of accidents and social-psychological variables on the adoption of on-farm safety behaviors

INTRODUCTION

Occupational safety and health (OSH) have a remarkable impact on the sustainability of firms and organizations. However, the sustainability perspective has often focused primarily on environmental and economic concerns, leaving key social and workplace aspects, such as OSH, underemphasized. The link between all these aspects is particularly relevant in agriculture.

METHOD

In the present study we analyzed the paths by which the worker's age, participation in safety training, and previous history of accidents and near misses can influence the adoption of safety behaviors in agriculture through the mediation of attitudes towards safety and perceived behavioral control. Three hundred and ten Italian agricultural operators were administered an ad-hoc questionnaire.

RESULTS

Having attended safety training courses, having been exposed to previous accidents and near misses, and age showed a positive association with the adoption of on-farm safety behaviors, through the mediation of perceived behavioral control. In more detail, participation in training courses and age showed a positive association with perceived behavioral control, while the previous history of accidents and near misses showed a negative association with behavioral control. In turn, perceived behavioral control was positively associated with the adoption of safety behaviors.

CONCLUSIONS

The present study focused on the chain of events leading to the adoption of on-farm safety behaviors, which can prevent an accidents, pointing out the more critical variables and the level at which they intervene, identifying possible areas of targeted interventions. Practical applications: Implications for the development of targeted interventions may deal with: (a) training activities increasing farm operators' sense of control over their safety, (b) older farmers involvement in mentoring initiatives, and (c) systematic recording and use of previous history of accidents and near misses as inputs for training activities to discuss their implications for on-farm safety.

Leaders’ Support of Sustainable Innovation and Business Sustainability in Developing Countries: Evidence from Small and Medium Food Processing Enterprises

Business sustainability has become obligatory in small and medium enterprises (SMEs). To remain competitive and survive in the market, sustainable innovation is the key. However, SMEs, especially in food processing in emerging markets, still lack resources to become more innovative. The objective of the article is to analyze factors affecting sustainable innovation in food processing SMEs and their impact on business sustainability. Cross-sectional quantitative research builds on a sample of 157 owners of food processing SMEs in Indonesia. The results show that organizational sustainable innovation in food processing SMEs depends on employees’ innovation potential and an organization’s innovation culture; meanwhile, both variables are influenced by leaders’ support of sustainable innovation. Promisingly, organizational sustainable innovation increases business sustainability. Thus, our research highlights the important role of leaders’ support in achieving organizational sustainable innovation and, finally, long term business success. Furthermore, this study uncovers the underlying mediatory mechanisms, which deepen our theoretical understanding and guide practitioners with a concise and comprehensive framework for sustainable innovation in SMEs.