Ethical leadership and environment specific discretionary behaviour: The mediating role of green human resource management and moderating role of individual green values

2021 ◽  
Author(s):  
Talat Islam ◽  
Dildar Hussain ◽  
Ishfaq Ahmed ◽  
Misbah Sadiq
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Ethical Leadership ◽  
Mediating Role ◽  
Green Human Resource Management ◽  
Moderating Role

scholarly journals The Effect of Green Human Resource Management on Environmental Performance of Red Crescent with Mediating Role of Green Culture Empowering Factors

2020 ◽  
Author(s):  
Alireza Rajabipoor Maybodi ◽  
Leila Andervazh ◽  
Mehdi Mokhtari Payam ◽  
Azin Kayedian ◽  
Mohsen Bardestani
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Structural Equation ◽  
Mediating Role ◽  
Management Measures ◽  
Green Human Resource Management

Background: Green human resource management refers to activities involving development, implementation, and ongoing maintenance of a system that leads to greening employees of an organization. Human resources’ issues cannot be limited to one area of expertise. As a result, decisions and performance of the personnel officers at all levels affect the organization’s performance. So, this study aimed to investigate the effect of green human resource management on environmental performance of Red Crescent with mediating role of green culture empowering factors. Methods: The present study was applied in purpose and since the structural equation modeling method was used to test the hypotheses, it is considered as a correlation analysis. The statistical population consisted of 440 Red Crescent employees in Khuzestan province. The sample size of the study was determined as 205 using the Jersey and Morgan Table. The participants were selected using simple random sampling method. The data collection tool was a questionnaire and the collected data were analyzed using structural equation test by SPSS 24 and Lisrel 8.5 software. Results: Based on the findings, the green human resource management measures had a positive significant effect on environmental performance and green culture factors with a significant amount of 2.53 and 6.54, respectively. Furthermore, empowerment factors had a positive significant effect on environmental performance with a significant amount of 2.40. In addition, the mediating role of green culture empowerment factors was confirmed in the relationship between green human resource management measures and environmental performance (0.536). Conclusion: Since environmental problems and their effects have a great impact on the performance of Red Crescent employees and on the attitude of domestic and foreign consumers towards domestic products, environmental performance of the Red Crescent should be considered. Moreover, the Red Crescent should use green human resource management to work on the growth and development of green human resources.

scholarly journals Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

SAGE Open ◽  
2020 ◽  
Vol 10 (4) ◽  
pp. 215824402098229
Author(s):  
Olawole Fawehinmi ◽  
M. Y. Yusliza ◽  
Wan Zulkifli Wan Kasim ◽  
Zaleha Mohamad ◽  
Muhammad Abi Sofian Abdul Halim
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Significant Relationship ◽  
Mediating Effect ◽  
Moral Norms ◽  
Mediating Role ◽  
Green Behavior ◽  
Green Human Resource Management

The rapid degradation of today’s environment has required the governments and organizations to introduce effective countermeasures. Governments have enforced green policies, and organizations have drawn on these policies to implement environmentally friendly workplace practices. The success of these practices is very much dependent on the employees and the extent of their green behavior. As such, there is a need to determine whether green behavior can be positively influenced by other variables. One of the suggested influencing variables is green human resource management (HRM). Another variable with the potential mediating effect is personal moral norms (PMN). Also, there is a need to examine the interplay of green HRM, employee green behavior (EGB), and PMN within the context of higher education institutions (HEIs) as they also take responsibility for protecting the environment. It is believed that to date, studies of this nature have not involved academics at HEIs in Malaysia. This study aims to examine the mechanism by which green HRM affects EGB of academics at Malaysian HEIs through PMN as mediator. Data were collected through a cross-sectional quantitative survey among 425 academics at five research universities in Malaysia. The analysis was performed using Smart PLS version 3.2.8. There was a positive significant relationship between green HRM and PMN and a positive significant relationship between PMN and EGB. Hence, green HRM had an effect on EGB through the mediating role of PMN. However, there was no significant direct relationship between green HRM and EGB. Other studies have investigated the effects of several mediating variables in the relationship between green HRM and EGB; however, the effect of one variable—PMN—has not been examined. This study, as it investigates the vital aspect of behavioral formation, is believed to be the first study that examines the mediating role of PMN in the interplay between green HRM and EGB of academics. The theoretical and practical implications are discussed in this study.

scholarly journals Influence of Ethical Leadership on Employees’ Innovative Behavior: The Role of Organization-Based Self-Esteem and Flexible Human Resource Management

2021 ◽  
Vol 13 (3) ◽  
pp. 1359
Author(s):  
Qiuxiang Wen ◽  
Yingxuan Wu ◽  
Jing Long
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Ethical Leadership ◽  
Self Esteem ◽  
Mediating Effect ◽  
Innovative Behavior ◽  
The Relationship ◽  
Moderating Role

Employees’ innovative behavior is a vital source for promoting the sustainable survival and development of enterprises. Innovation is a complicated and high-risk mental process, where in each stage employees’ innovative attitude and behavior will be affected by the varying behaviors of their direct leaders. Therefore, exploring the intricate relationship between leadership behavior and employees’ innovative behavior is necessary. Based on social exchange theory, this study builds a cross-level moderation model to investigate the impact of ethical leadership on employees’ innovative behavior and the mediating role of organization-based self-esteem and the moderating role of flexible human resource management. On the basis of a questionnaire survey of 146 supervisors and 365 subordinates in the mainland of China, the empirical results show that: (a) Ethical leadership positively affects employees’ innovative behavior significantly; (b) Organization-based self-esteem has a partial mediating relationship between ethical leadership and employees’ innovative behavior; and (c) flexible human resource management plays a positive moderating role in the relationship between organization-based self-esteem and employees’ innovative behavior, and it also positively moderates the mediating effect of organization-based self-esteem on the relationship between ethical leadership and employees’ innovative behavior. The findings reveal the internal mechanism and boundary condition of ethical leadership influencing employees’ innovative behavior, which provide a reference for enterprises to encourage employees to innovate, and have important practical significance for employees to actively pursue innovative activities in the workplace.

scholarly journals Green Human Resource Management and Environmental Innovativeness

2021 ◽  
Vol 16 (6) ◽  
pp. 1117-1130
Author(s):  
Sufaid Ali ◽  
Anees Janee Ali ◽  
Khurram Ashfaq ◽  
Jamshed Khalid
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Manufacturing Firms ◽  
Hrm Practices ◽  
Furniture Manufacturing ◽  
Green Human Resource Management ◽  
Innovative Culture ◽  
Moderating Role

Drawing upon the resource-based view and the situated learning theory, this study examined the effect of green human resource management (HRM) practices on the firm environmental innovativeness. The moderating role of organizational innovative culture on the relationship between green HRM and firm environmental innovativeness was also assessed. A survey of 212 furniture manufacturing companies in Malaysia was analyzed using structural equation modeling. Results from the data analysis suggest that green HRM practices are positively associated with the firm environmental innovativeness. The positive effect of green training and green compensation on firm environmental innovativeness was found to be increased by moderating the role of organizational innovative culture. The present study clarifies key green HRM practices that can assist the environmental innovativeness in Malaysian furniture manufacturing firms and advances related research by proposing and examining an overarching model to enlighten such synergies and the moderating role of organizational innovative culture. The findings further extend the scope of green HRM research to promote innovation in the manufacturing firms. The theoretical and practical implications of green HRM are presented to enhance the environmental innovativeness.

scholarly journals Evidence for mediating role of affective commitment on green human resource management and organisational citizenship behaviour

2021 ◽  
Vol 26 (1) ◽  
pp. 113-141
Author(s):  
Kusi Manita ◽  
Zhao Fuqiang ◽  
Rasoanirina Maroy Prisca
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Affective Commitment ◽  
Small Sample ◽  
Education Sector ◽  
Mediation Effect ◽  
Mediating Role ◽  
Green Human Resource Management

Exploring management fields in terms of green policies is essential to create a footprint on today’s global corporate world; it is very important for all staff, employers, stakeholders, and other customers. This work attempts to study the relationship between the management of green human resources and the actions of organisational citizenship with the mediating role of affective commitment. The analysis relied on the emerging theory of abilitymotivation-opportunity (AMO) to use all the green human resource management (GHRM) attributes. Well renowned secondary school of Kathmandu Valley staff participated in the data collection. Three hundred and fifty fully-filled questionnaires were returned through a self-structured sampling tool. Staff having academic qualifications of at least graduate degrees were preferred for better understanding and effective data quality. A widely used PLS-SEM method was applied to analyse small sample-sized studies and ensures the normal distribution of data. The research highlights the GHRM method and its effect on the engagement of workers to their actions in the organisation. In addition, concerning GHRM and organisational citizenship behaviour (OCB), affective commitment (AC) has formed a mediating role. Only secondary schools are included in the study; the outcome is a fruitful review of the effects of GHRM implementation in the education sector. Numerous studies have reconnoitered various variables to link the GHRM with the organisational studies. The complementary partial mediation effect of AC to OCB is an attempt of showing novelty in the field of education sector in the study. The study suggests a globalised study regarding GHRM for future endeavours.

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