Enhancing business performance through green human resource management practices: an empirical evidence from Malaysian manufacturing industry

An integrated methodology for green human resource management in construction industry

Today, by increasing public awareness about environmental issues and pressures from governments and other stakeholders, companies have dealt with environmental challenges more than ever. This paper focuses on environmentally sustainable performance using an integrated methodology based on meta-synthesis, Delphi, and structural equation modeling (SEM) techniques which are utilized in different phases. In the first phase, an in-depth review of green human resources management (GHRM) literature is conducted based on the meta-synthesis method, and as a result, 38 codes are extracted. Next, to adapt and customize the codes with the nature of the construction industry, 2 rounds of Delphi method are implemented to extract the expert judgment from a panel of 15 industry professionals, resulting in 21 codes in 7 categories. To validate the developed methodology, a dataset from 33 Iranian construction companies are collected along with 15 factors in 5 categories determined using SEM. The findings reveal that among 9 main GHRM components extracted from the literature, just 5 components including green recruitment and selection, green performance management, green-reward, green-based employee empowerment, and green training have significant and positive relationships with GHRM. Finally, managerial insights, limitations, and future research directions are discussed.

The influence of green human resource management on employees' green innovation behavior: The role of green organizational commitment and knowledge sharing

Employees' green innovation behavior is a key factor in enterprises' promotion of green development strategies. Combining social information processing and social exchange theory, this article considers workers' green organizational commitment (GOC) as a mediating construct and knowledge sharing as a moderating construct and establishes a model of the influence of green human resource management (GHRM) on workers' green innovation conduct in company settings. An empirical analysis of 436 employees from 28 high-tech enterprises in Fujian Province shows that GHRM has a positive significant bearing on workers' green innovation conduct. Employees' GOC has a positive mediating influence on the interaction between GHRM and employees' green innovation conduct. Employees' knowledge sharing moderates positively the interaction between green organizational commitment and green innovation behavior and moderates the mediating effect of green organizational commitment. Therefore, we propose stimulating employees' green innovation behavior by implementing green GHRM, focusing on green demand and creating a knowledge-sharing atmosphere.

Unveiling green synergies: sustainable performance through human resource management, CSR, and corporate image under a mediated moderation framework

In the twenty-first century, the surge in natural resource consumption and climate change has necessitated stringent measures to ensure ecological integrity and corporate sustainability. Organizations are increasingly adopting green practices, including green human resource management (HRM), green corporate social responsibility (CSR), and the promotion of green firms' image. These strategies are central to fostering sustainable performance and responsible environmental stewardship. These constructs have also elevated consumers' satisfaction and trust in firms' ecological practices. This study employs a quantitative research approach and utilizes convenient sampling methods to explore the ecosystem within the hospitality sector of China. A survey was conducted among middle- and senior-level managers working in top 3-, 4-, and 5-star hotels. The study results demonstrate that green notions are the key to a corporate's sustainable performance. The study reveals that firms' eco-friendly motive ensures the greening of the hotel industry due to their eco-friendly motive. Therefore, companies should be responsible for the environment. They should ensure the implementation of green sustainable practices toward achieving corporate performance.

Understanding the Impact of Green Human Resource Management Practices and Dynamic Sustainable Capabilities on Corporate Sustainable Performance: Evidence From the Manufacturing Sector

Pakistan ranks as the eighth most vulnerable country on the 2021 global climate change vulnerability index. Partially, this perilous position is attributed to unsustainable practices in the large-scale manufacturing sector since its contribution to carbon emission is among the highest in the economy. These serious environmental challenges impede the attainment of sustainable development goals that concern responsible consumption and production. In manufacturing organizations, there are an ongoing debate regarding sustainable human resource management (HRM) determinants, which can promote sustainable performance. In this regard, green human resource management (GHRM) practices and dynamic sustainable capabilities are significant components as they have a unique role in transforming corporations into sustainable organizations. However, there is a dearth of evidence regarding the impact of individual GHRM practices, such as green recruitment and selection, green pay and reward, and sustainable capabilities like monitoring and re-configuration, in improving the corporate environmental and social performance. Hence, an empirical investigation regarding the association among these macro-level components with the corporate environmental and social performance through partial least squares structural equation modeling (PLS-SEM) is conducted. The findings inferred from 396 employees affiliated with six large-scale industries substantiate the main hypotheses of this study. It is empirically confirmed that GHRM and dynamic sustainable capabilities significantly and positively impact corporate sustainable performance. This research contributes to the literature by employing dynamic capabilities approach and a dynamic resource-based view (RBV) to explicate how corporations can benefit from the interplay of sustainable capabilities and GHRM functions. Hence, in the absence of a significant predictive model, this research is the first of its kind to isolate macro-level antecedents of sustainable HRM to find their impact on corporate sustainable performance in a developing country context. The study recommends that the management should prioritize the acquisition of monitoring capabilities and hiring environmentally conscious employees to achieve social equity and ecological conservation goals.

Interdependencies between financial and non-financial performances: a holistic and short-term analytical perspective

Purpose

This paper aims to investigate possible interdependencies affecting short-term profitability between internal and process business aspects which can play a critical role in sustainability operationalisation.

Design/methodology/approach

The authors adopted the panel data approach to perform a partial least square structural modelling equation analysis on a sample of 391 Organisation for Economic Co-operation and Development (OECD) non-financial-listed companies, considering a timeframe of five years.

Findings

Corporate sustainability is a result of interplays between managerial commitment, strategy, slack resources’ exploitation, innovation, the sustainable management of internal production and procurement processes that managers can catalyse to foster short-term firms’ profitability.

Research limitations/implications

The study is focused on internal process business determinants of sustainability, and the analysis is limited to a short-term timeframe and on non-financial OECD-listed companies.

Practical implications

Managers searching for trade-offs between financial and non-financial performances should enhance their commitment towards sustainability by defining appropriate strategies suitable to employ mainly slack resources derived from core business activities enabling innovation processes, which, in turn, are able to foster sustainability of internal production and procurement processes.

Originality/value

The execution of sustainability is a complex process that needs to be investigated using a holistic approach net of endogeneity biases to better appreciate those interrelationships within multiple drivers determining the firm sustainable growth.

Organizational Environmental Culture, Environmental Sustainability and Performance: The Mediating Role of Green HRM and Green Innovation

This study investigated Environmental Sustainability (ES) and Environmental Performance (EP) through the direct and indirect use of Organizational Environmental Culture (OEC). This study focused on top managers, namely, the CEOs and directors of SMEs, along with their middle managers. In this study, the researchers employed green HRM and Green Innovation (GI) as mediators. We applied a quantitative approach that utilized cross-sectional data collected from Saudi Arabian Small and Medium-sized Enterprises (SMEs). We used a survey questionnaire with a convenience sampling technique and succeeded in obtaining replies from 236 respondents. By using the Structural Equation Model (SEM), this study’s findings demonstrate that OEC has a positive and significant effect on green HRM and GI. This study’s findings support the development of policies that promote ES and EP through green environmental practices. Further, green HRM and GI are significant predictors of ES and EP. This study’s findings also show that green HRM and GI have a mediating effect in developing the associations between OEC and ES and EP. Ultimately, this study’s findings make a significant contribution to the depth of the empirical evidence about SMEs in the context of Saudi Arabia.

The Sustainability of the Tobacco Industry in the Framework of Green Human Resources Management

Our study purpose is to analyze the tobacco industry’s sustainable practices by investigating how and when green human resources management (GHRM) practices influence the development of the organizational citizenship behavior for the environment (OCBE) at the individual level. Therefore, we focus on OCBE as a mediation mechanism (how) and green culture enablers as a serial mediation (when) for the nexuses between GRHM, OCBE, and organizational performance (OP). The employee behavior requires the support of managers (leadership), who serve as enablers to ensure long-term goals and increase organizational resources. Data from 410 respondents in the tobacco industry in Pakistan were analyzed using descriptive analysis, confirmatory factor analysis, and the PLS-SEM model. Our results proved that GHRM significantly increased OP. In practice, our findings are helpful for managers as guidelines for the decision-making process related to improving the organizational culture and employee green behavior to improve sustainability in the tobacco industry.

Sustainable Tourism Policy, Destination Management and Sustainable Tourism Development: A Moderated-Mediation Model

In the recent years, the rapid growth of the tourism industry has risen to prominence as a global concern. Tourism empowers communities and uplifts the economy. However, it poses social and environmental challenges, which in turn draws attention to tourism patterns. Sustainable tourism promises protection of the environment and the social-cultural elements of any given destination. Hence, this study aims to understand the complex relationship between sustainability policy, management, and tourist behavior. Thus, we examined the relationships between sustainable tourism policy and destination management, destination social responsibility, and tourist value orientation with sustainable tourism development. We recruited participants at managerial level coming from 163 Malaysian companies and conducted a cross-sectional quantitative study, using partial least square structural equation modeling. We propose that sustainable tourism policy and destination management and destination social responsibility significantly impact sustainable tourism development. Moreover, destination social responsibility partially mediates the relationship between sustainable tourism policy destination management and sustainable tourism development.

Linking responsible leadership with financial and environmental performance: determining mediation and moderation

Purpose

Drawing upon the institutional theory, this study examines the influence of responsible leadership on firm performance. Furthermore, this research investigates environmental management practices (EnvMP) as an underlying mechanism and institutional pressures as boundary condition between responsible leadership and firm performance.

Design/methodology/approach

Time-lagged data were collected using survey-questionnaire from 385 mid-level employees of construction industry in Pakistan. Partial least square-structural equation modeling (PLS-SEM) was used to analyze the data.

Findings

Results demonstrate that responsible leadership impacts firm performance (financial and nonfinancial) directly and through EnvMP. Furthermore, institutional pressure moderates the link between responsible leadership and EnvMP. However, moderated mediation effect of intuitional pressures was found insignificant.

Practical implications

This study suggest that EnvMP is a key process through which responsible leadership influences firms' financial and nonfinancial performance and shed lights as to when responsible leaders matter most in terms of firm performance through low or high institutional pressures.

Originality/value

This paper is an early attempt which contributes to the body of literature on responsible leadership by investigating mechanisms (how) and boundary condition (when) through which responsible leadership influences firms' financial and environmental performance.

Internal environmental management and green human resource management: significant catalysts for improved corporate reputation and performance

Purpose

This paper investigates the combined effect of internal environmental management (IEM) and green human resource management (GHRM) on corporate reputation (CR), environmental performance (EP) and financial performance (FP). The paper further explores the indirect effects of CR and EP between the direct paths.

Design/methodology/approach

Data are garnered from 164 firms from three industries in Ghana. Partial least square structural equation modeling (PLS-SEM) is the methodological technique used to test the hypothesized relationships.

Findings

The result demonstrates that unlike IEM which has a significant effect on FP when implemented in isolation, GHRM does not have a significant effect on FP. However, the joint implementation of IEM and GHRM can provide better results in terms of improved CR, enhanced EP and significant FP improvement. CR and EP were further found to mediate the relationship between the direct paths.

Practical implications

The results suggest that the joint implementation of IEM and GHRM is critical for firms that seek to enjoy superior reputation, enhance their environmental sustainability and achieve financial gains. Consequently, managers are strongly encouraged to create a sustainable and vibrant company via significant and rational investment in green initiatives like IEM and GHRM.

Originality/value

This study happens to be one of the first to develop a research model that investigates the joint effect of IEM and GHRM within the context of CR, environmental sustainability and FP.

Implementation barriers of smart technology in Indian sustainable warehouse by using a Delphi-ISM-ANP approach

Purpose

In the digitalization era, supply chain processes and activities have changed entirely, and smart technology impacts each sustainable supply chain movement. The warehouse and distribution of various organizations have started adopting smart technologies globally. However, the adoption of smart technologies in the Indian warehousing industry is minimal. The study aims to identify the implementation barriers of smart technology in the Indian warehouse to achieve sustainability.

Design/methodology/approach

This study employs an integrated Delphi-ISM-ANP research approach. The study uses the Delphi approach to finalize the barriers identified from the detailed literature review and expert opinion. The finalized 17 barriers are modeled using interpretive structural modeling (ISM) to get the contextual relationship. The ISM method's output and analysis using the analytical network process (ANP) illustrate priorities.

Findings

The study's findings showed that the lack of government support, lack of vision and mission and the lack of skilled manpower are the most significant barriers restricting the organization from implementing smart and sustainable supply chain practices in the warehouse.

Practical implications

This study would help the practitioners enable the sustainable warehousing system or convert the existing warehouse into a smart and sustainable warehouse by developing an appropriate strategy. This study would also help reduce the impact of different barriers that would strengthen the chance of technology adoption in the warehouses.

Originality/value

The literature related to adopting smart and sustainable practices in the warehouse is scarce. Modeling of adoption barrier for smart and sustainable warehouse using an integrated research approach is the uniqueness of this study that have added value in the existing scientific knowledge.

Green training and organizational efficiency: mediating role of green competencies

Purpose

This paper aims to highlight the importance of implementing green training as a part of green management practices in organizational operations by building the arguments through the lens of Ability–Motivation–Opportunity (AMO) theory. In this regard, the mediating impact of green competencies on the association between green training and organizational efficiency is determined.

Design/methodology/approach

The research followed a quantitative and cross-sectional approach. The study involved ISO-14001 certified textile manufacturing organizations to better serve the research purpose. The responses were collected from 235 managerial-level employees through purposive sampling. The data analysis was performed by using structural equation modelling to examine the interrelated dependence of the variables.

Findings

The findings of the study reveal that green training is essential for environmentally responsible organizations to attain their goals of efficient resource consumption in addition to serving the greater cause of environmental protection. There is a dire need to impart environmental-friendly competencies to the employees who resultantly become able to adopt eco-efficient ways of doing business.

Research limitations/implications

This study also has limitations regarding the generalizability of its results. It is primarily because of the limited sample size and restricted geographical domain. Additionally, AMO theory has not been empirically tested in this study.

Practical implications

Progressive textile manufacturers need to incorporate a consistent policy for green management practices to meet the expectation of their international clients and to remain competitive in international markets. It is equally important for the governmental authorities to design such environmental policies which necessitate the need of incorporating pro-environment business practices and measuring their outcomes.

Originality/value

This study will contribute to enrich the literature by offering an empirical analysis of green training for achieving the organizational efficiency in textile manufacturing sector. It will be a novel context to contribute to the literature of green management practices and its related fields. Moreover, the study is one of its kind that uses the AMO theory to identify the mediating role of green competencies for understanding the association between green training and organizational efficiency.