Family ownership and environmental performance: The mediation effect of human resource practices

2020 ◽  
Vol 29 (3) ◽  
pp. 1548-1562 ◽  
Author(s):  
Lorenzo Dal Maso ◽  
Rodrigo Basco ◽  
Thomas Bassetti ◽  
Nicola Lattanzi
Keyword(s):  
Human Resource ◽  
Environmental Performance ◽  
Mediation Effect ◽  
Family Ownership ◽  
Human Resource Practices

Ethical Human Resource Practices from the Perspective of Family Ownership

2013 ◽  
Vol 2013 (1) ◽  
pp. 17043 ◽  
Author(s):  
John Perry ◽  
John Kirk Ring ◽  
Curtis Francis Matherne ◽  
Gergana Markova
Keyword(s):  
Human Resource ◽  
Family Ownership ◽  
Human Resource Practices

Does Green Human Resource Practices Enhance Sustainable Environmental Performance, Mediation Moderation Analysis

2021 ◽  
Vol 7 (5) ◽  
pp. 3738-3755
Author(s):  
Jing-Jing Lai ◽  
Wen-Cheng Wang ◽  
Ying-Hsun Hung ◽  
Nai-Yuan Pai
Keyword(s):  
Organizational Culture ◽  
Human Resource ◽  
Environmental Performance ◽  
Psychological Climate ◽  
Primary Data ◽  
Human Resource Practices ◽  
Moderation Model ◽  
Mediation Moderation ◽  
Structured Questionnaire ◽  
Do So

The study examines the significant impact of green human resource practices on the environmental performance mediating through green psychological climate and moderated through green organizational culture. Digging in the literature gives that environmental performance is affected positively by the green human resources, the study chose to impart a difference by investigating a mediation moderation model. To do so, primary data is being collected using a structured questionnaire and analyzed through regression models. The results of the study show that the environmental performance is affected 74% alone by the green human resource practices, with 25% mediation of green psychological climate and 7% moderated effect of green organizational culture.

Are High-Performance Human Resource Practices In Organizations Creative or Noncreative?

2017 ◽  
Vol 45 (2) ◽  
pp. 243-252 ◽  
Author(s):  
Yu Hou ◽  
Bei Hu ◽  
Mattiullah Butt
Keyword(s):  
Human Resource ◽  
High Performance ◽  
Negative Relationship ◽  
Proactive Personality ◽  
Mediation Effect ◽  
High Tech ◽  
Human Resource Practices ◽  
Sustainable Competitive Advantage ◽  
Substantial Evidence ◽  
The Relationship

Researchers have found that high-performance human resource practices (HPHRP) are positively related to good firm performance and sustainable competitive advantage; however, there is not substantial evidence about their effect on individual creativity. We examined the relationship between HPHRP and individual creativity with a sample of 466 employees of high-tech industries in China. Findings showed that HPHRP had an inverse U-shaped relationship with individual creativity, which was positively moderated by proactive personality. When the employee had a very proactive personality, the positive relationship between human resource practices that were not high performance and individual creativity, and the negative relationship between HPHRP and individual creativity escalated. Evidence also supported a mediation effect of intrinsic motivation on the interaction effect of HPHRP, proactive personality, and individual creativity.

scholarly journals Why Do High-Performance Human Resource Practices Matter for Employee Outcomes in Public Sector Universities? The Mediating Role of Person–Organization Fit Mechanism

SAGE Open ◽  
2020 ◽  
Vol 10 (3) ◽  
pp. 215824402094742
Author(s):  
Saeed Siyal ◽  
Chunlin Xin ◽  
Xiaobao Peng ◽  
Abdul Waheed Siyal ◽  
Waqas Ahmed
Keyword(s):  
Public Sector ◽  
Human Resource ◽  
Emotional Exhaustion ◽  
Structural Equation ◽  
High Performance ◽  
Mediation Effect ◽  
Equation Modeling ◽  
Human Resource Practices ◽  
Employee Outcomes ◽  
Quit Intentions

Based on the attraction–selection–attrition (ASA) framework, this research aimed to investigate the mechanism which affects the link between high-performance human resource practices (HPHRPs) and the two negative employee outcomes of the present study: emotional exhaustion and quit intentions. Using the ASA framework, the authors examine one such mechanism namely person–organization (P-O) fit, through which HPHRPs influence both the studied employee negative outcomes. A sample of professionals working in the public sector universities of Pakistan is adopted for testing the mediation model by using structural equation modeling. Findings reveal that HPHRPs have positive association with P-O fit, and negative with emotional exhaustion and quit intentions. Moreover, the findings illustrated a full mediation effect of P-O fit on the relationship among HPHRPs and both of the employee outcomes. The study has important theoretical and practical implications.

scholarly journals THE IMPACT OF GREEN HUMAN RESOURCE PRACTICES ON ENVIRONMENTAL PERFORMANCE

2020 ◽  
Vol 22 (2) ◽  
pp. 470-486
Author(s):  
Iin Karita Sakharina ◽  
Kadarudin Kadarudin ◽  
Farida Patittingi ◽  
Muh Hasrul ◽  
Birkah Latif ◽  
...  
Keyword(s):  
Human Resource ◽  
Environmental Performance ◽  
Human Resource Practices ◽  
The Impact

Human Resource Practices in the Non-Star Category Hotels in Kolkata

2015 ◽  
Vol 8 (1and2) ◽  
Author(s):  
P. R. Sandilyan ◽  
Sutheeshana Babu S.
Keyword(s):  
Empirical Study ◽  
Work Environment ◽  
Human Resource ◽  
Minimum Wages ◽  
Human Resource Practices ◽  
Human Resource Managers ◽  
Large Pool ◽  
Resource Managers ◽  
Safety Work ◽  
The City

In this empirical study, the authors made an attempt to examine the challenges faced by the human resource managers and employees as well as the benefits extended to the employees in the non-star hotel segment in the city of Kolkata It was also endeavored to ascertain the standards maintained by these hotels specifically the hygiene, safety, work environment and to mandatory legal and regulatory compliances. The results show that while these hotels were profitable and enjoyed a healthy market, the human resource practices were unhealthy and discriminatory in nature. Employees were neither provided with minimum wages and benefits nor have the establishments shown any interest in adhering to the mandatory compliances. This could largely be attributed to predominance of largely unskilled or inadequately qualified employees and a large pool of outsourced manpower.

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