Green innovation and environmental performance: The role of green transformational leadership and green human resource management

2020 ◽  
Vol 150 ◽  
pp. 119762 ◽  
Author(s):  
Sanjay Kumar Singh ◽  
Manlio Del Giudice ◽  
Roberto Chierici ◽  
Domenico Graziano
Keyword(s):  
Transformational Leadership ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Green Innovation ◽  
Green Human Resource Management

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 Green Human Resource Management Practices and Environmental Performance in Ghana: The Role of Green Innovation

2021 ◽  
Vol 4 (4) ◽  
pp. 100-119
Author(s):  
Isaac Ahakwa ◽  
Jingzhao Yang ◽  
Evelyn Agba Tackie ◽  
Mercy Asamany
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Management Practices ◽  
Equation Modeling ◽  
Green Innovation ◽  
Manufacturing Enterprises ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

Purpose- Protecting the natural environment and its wealth for future generations has become an essential topic for policymakers and executives. This study seeks to examine the impact of green Human Resource Management practices through green innovation on the environmental performance of small and medium-sized manufacturing enterprises in Ghana. Design/Methodology- Through simple random probability sampling, data were obtained from three hundred (300) business owners and employees from ten (10) small and medium-sized manufacturing enterprises in the Greater Accra Region of Ghana. However, two hundred and ninety-four (294) accurate responses were used in the analysis due to incomplete and missing figures. Data were analyzed using partial least squared based on Structural Equation Modeling (SEM). Findings- The studied data met internal consistency reliability, convergent, and discriminant validity from the results, and also, there was no multicollinearity issue in the study model. The findings revealed that green Human Resource Management practices directly and significantly influence environmental performance. Furthermore, green innovation partially mediated the influence of green Human Resource Management practices on environmental performance. Green compensation through green innovation has the most incredible impact on environmental performance and was statistically significant at p< 0.01. Practical Implications- This finding provides valuable suggestions for policymakers, emerging and existing organizations, particularly manufacturing firms, to encourage environmentally-friendly activities and produce goods and processes through a successful incentive scheme, thus increasing customer loyalty.

scholarly journals The Effect of Green Human Resource Management on Environmental Performance in Small Tourism Enterprises: Mediating Role of Pro-Environmental Behaviors

2021 ◽  
Vol 13 (4) ◽  
pp. 1956
Author(s):  
Ibrahim A. Elshaer ◽  
Abu Elnasr E. Sobaih ◽  
Meqbel Aliedan ◽  
Alaa M. S. Azazz
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Direct Effect ◽  
Environmental Performance ◽  
Equation Modeling ◽  
Environmental Behaviors ◽  
Tourism Enterprises ◽  
Green Human Resource Management

Research on the interrelationship between green human resource management (GHRM), employee pro-environmental behaviors, and environmental performance remains very limited, especially in relation to small tourism enterprises. This research bridges a knowledge gap and examines the direct effect of GHRM on environmental performance in small tourism enterprises and the indirect effect through employee pro-environmental behaviors. For this purpose, a quantitative research approach was adopted using a pre-tested instrument. A questionnaire was handed to employees in small hotels and travel agencies in Greater Cairo, Egypt. The results of structural equation modeling (SEM) showed a positive significant effect of GHRM on both types of pro-environmental behaviors (tasked-related and proactive). However, the results, surprisingly, showed no significant direct effect of GHRM on environmental performance. Notwithstanding, there was an indirect, positive, and significant effect of GHRM on environmental performance through tasked-related and proactive pro-environmental behaviors. This reflects the value and vital role of employee pro-environmental behaviors in the relationship between GHRM and environmental performance in small tourism enterprises. The research provided various implications for tourism scholars and practitioners, especially those related to small tourism enterprises. Research limitations and opportunities for further research are also discussed.

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