Effects of green human resource management: testing a moderated mediation model

“Searching for Gold” with Sustainable Human Resources Management and Internal Communication: Evaluating the Mediating Role of Employer Attractiveness for Explaining Turnover Intention and Performance

Objective: The main objective of this study is to evaluate the impact of sustainable human resources management (SHRM) and internal communication (IC) on turnover intention (TI) and employee performance (PER) while assessing the mediating role of organizational attractiveness (AT) over these relationships. In this sense, this study intends to evaluate the effect of SHRM and IC on employee PER and TI, with AT acting as the mediator in a joint model of analysis. Methodology: To achieve the aforementioned purposes, a cross-sectional quantitative study was prepared using the Structural Equation Model (SEM). In total, 177 individuals participated in the study. Regarding gender, 62.4% were female. Participants came from all districts of Portugal and were aged from 21 years old to over 55 years old. Results: The main results show that both SHRM and IC are significantly correlated with AT, PER, and TI. Additionally, AT has a total mediation effect in the relationship between SHRM, PER, and TI and also between IC, PER, and TI. Practical implications: These results seem to support the need for organizations to invest in combined strategies and practices that aim to intertwine SHRM and IC towards the benefit of the worker. Both areas have been shown to have solid effects over PER and TI, as well as on the development of favorable worker perceptions that identify the organization as a good place to work. Practitioners should look at both SHRM and IC as valid ways of stimulating the quality of the worker–organization relationship. Incorporating these areas into common strategic planning and consecutive practices seems advisable regarding workers’ performance and employee retention.

Workplace pro-environmental behaviour: a review and bibliometric analysis

Purpose

Pro-environmental behaviour (PEB) has always been one of the most critical topics in academia and industry. The primary goal of this study is to identify the current research progress and developmental trends of PEB by doing an exhaustive analysis of the existing literature. The study also aims to streamline the future research possibilities in PEB with the current research interests.

Design/methodology/approach

A total of 209 published articles from 1993 to 2021 were collected from the Scopus database and analysed using an integrated approach of bibliometric analysis, network analysis, and content analysis techniques. The bibliometric analysis was performed with the help of statistical program “R,” and further analysis was carried out using Gephi and VOS viewer software.

Findings

The systematic mapping of this field gives an exhaustive review of the available literature by identifying annual publication growth, most contributing authors, journals, emerging keywords, and themes. Sustainability was found to be the most contributing journal, and Paille was the topmost contributing author. The keywords such as corporate social responsibility, organizational citizenship behaviour towards the environment (OCBE), and green human resource management (HRM) were recently identified as the emerging niche in the literature. The content analysis findings give a robust roadmap for further research in this area.

Originality/value

This study enriches the literature on workplace pro-environmental behaviour by presenting a detailed, systematic, and exhaustive review of the existing publications using a combination of research methodology.

Understanding the Connection between Sustainable Human Resource Management and the Hotel Business Outcomes: Evidence from the Green-Certified Hotels of Egypt

Sustainable human resource management (SHRM) practices are extensively believed to cause a strategic advantage for the hotel industry. However, while a growing body of evidence indicates that SHRM practices are related to superior organization-level outcomes, it is rather unclear as to how these practices could affect such outcomes and whether they result in desirable hotel outcomes. This paper aimed to examine the moderation effect of hotels’ environmental strategy (ES) on the relationship between SHRM practices and hotel business outcomes: operational performance (OP), competitive advantage (C), and corporate performance (CP). Following a positivism philosophy, a proposed hypothesised model was validated through a survey strategy. Data were obtained from 247 green-certified hotel managers based in Egypt’s top-two major cities involving green-certified hotels. Structural equation modelling was used to test the model relationships. The findings lent credence to the significant connectedness between SHRM practices and hotel business outcomes. The moderation effect of ES was positively confirmed by 83.4% of the SHRM practices, demonstrating that ES is a crucial driver of hotel business outcomes through the optimal usage of SHRM. Negatively, it was revealed that only sustainable promotion practice (16.6%) does not moderate its impact on the hotel business outcomes. This research is the first empirical study to examine the moderation effect of ES on the nexus between the SHRM and hotel business outcomes in the green-certified hotels of Egypt.

A green human resource management approach of participation in decision-making and behavioural outcomes – a moderated mediated model

Purpose

This study aims to assess the moderating and mediating role of supportive culture (SC) in the relationship between participation in decision-making (PDM) and job satisfaction (JS) and the dimensions of commitment, such as affective commitment (AC), normative commitment (NC) and continuance commitment (CC).

Design/methodology/approach

Data were collected from 712 employees working in different public sector undertakings (PSUs) across India. Necessary condition analysis and partial least square analysis were used to test the proposed hypotheses.

Findings

The findings of the present study indicated that SC is partially mediating the relationship between PDM and JS; PDM and AC. However, SC did not mediate the relationship between PDM and NC; PDM and CC. PDM was positively and significantly related to SC, JS, AC, NC and CC. JS had a significant impact on AC, NC and CC. It is highly desirable for organizations to retain their employees ranging from line managers to top management levels and provide opportunities for everyone to actively use their experience and expertise.

Originality/value

The findings have implications for managers, as well as employees in PSUs, as they demonstrate how several work-related factors can be emphasized to maintain employees' commitment and motivation. Until now, India has paid scant attention to the role of SC as a mediator and moderator between PDM, JS and multiple commitments. This study cautiously collected responses from unbiased employees working in a variety of organizational functional units.