Nailya Saifulina | University of Santiago de Compostela (original) (raw)

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Papers by Nailya Saifulina

Sustainable Development, Sep 30, 2016

Taking into account the importance of improving organizational environmental performance, the cur... more Taking into account the importance of improving organizational environmental performance, the current study examines the drivers of workplace environmentally friendly behaviour (WEFB) of employees in a public organization. Multiple regression analysis with data from sample of 59 employees was used to test the proposed hypotheses. Results show that harmonious environmental passion of employees and organizational environmental support are significantly related to WEFB. Furthermore, our findings show that gender and perceived incomes also influence the workplace environmentally friendly behaviour of employees. The obtained findings may add knowledge to this field since previous investigations have paid little attention to the determinants of WEFB in the public sector. Besides, the findings have practical implications, suggesting that public organizations should demonstrate their environmental commitment to their employees. Providing employees with information to develop environmentally friendly behaviours at work could support those organizations interested in improving their environmental performance. Copyright © 2016 John Wiley & Sons, Ltd and ERP Environment

Business strategy and development, Feb 14, 2021

Employees can contribute to organizational greening by engaging in green behaviors voluntarily. T... more Employees can contribute to organizational greening by engaging in green behaviors voluntarily. This work examines the role of four antecedents from an organizational context in the promotion of employees' voluntary pro‐environmental behavior at work: job satisfaction, perceived organizational support, employee affective commitment (EAC), and perceived organizational environmental support (POES), which are directly and indirectly related to voluntary pro‐environmental behavior at work. We also test the moderating effect of POES. We empirically test the proposed hypotheses using SEM with a sample of 331 banking employees from two countries, Ecuador and Kazakhstan. Results demonstrate statistically significant relationships between the proposed antecedents of voluntary pro‐environmental behavior at work, showing the mediating role of EAC, as well as the moderating role of POES.

Baltic Journal of Management, Dec 1, 2022

Sustainable development goals series, 2022

Concerns about the environment affect all industrial and service sectors. Prior research has note... more Concerns about the environment affect all industrial and service sectors. Prior research has noted the environmental impacts produced by tourism activities that are related to the consumption of natural resources (e.g. water, energy, minerals, etc.), greenhouse emissions and the pollution and destruction of natural beauty areas. Considering the workers as a key unit of the organizations, employee’s environmentally friendly behavior on the workplace (WEFB) may lead to the improved environmental performance of the organization and reduced impact, which is in special importance in the case of tourism sector. Current investigation examines the motivational factors of WEFB of employees: WEFB of colleagues and supervisors, perceived organizational environmental support, supervisor’s environmental transformational leadership and environmental passion. The results of the study showed that the most important variable in promotion of WEFB is environmental passion.

Understanding the Drivers of Employees' Voluntary Pro-environmental Behavior at Work: an Analysis of Organizational and Individual Factors in the Banking Sector, 2020

I would like to appreciate the support and valuable comments of Prof. Dr. Manuel Rocha Armada (Un... more I would like to appreciate the support and valuable comments of Prof. Dr. Manuel Rocha Armada (University of Minho). Thank you, professor, for sharing your academic expertise so willingly and for everything you have taught in terms of "Research and getting it published" course, communication skills and life. I will always be grateful to the great atmosphere of Universidade de Santiago de Compostela and all the professorship and administration members who were always there when the questions aroused, particularly, to the members of the Business Administration and Marketing department. The PhD of Economics and Business Administration coordinators of the program Prof. Dr. Xavier Vence and Prof. Dr. Isabel Neira, PhD program secretary Prof. Dr. Sara Fernandez Lopez, and all the people whose hard work in development of the program, development of the courses and contributions made this journey named PhD thesis possible. CAPD membersthank you for all your work, the care and support given for us, PhD candidates. CIEDUS, thank you for all the valuable courses offered and opportunities given. The special thanks go to the hard-working team of Centro de Estudios Propios, especially, David Hernandez, thank you for efficient and fast solutions of all administrative issues. Of course, a special thanks goes to the irreplaceable people who did a lot for all PhD candidates me included in the submission stage of the thesis and related documentation-department administrative secretaries Esperanza Muñoz Sanromán and Raúl Blanco Chavez. Thank you for your endless understanding and tireless willingness to explain and resolve doubts. Friends and PhD candidates, the list of names would be infinite, so all of you not named, but being an important part of my life-you know who you are, thank you for existing! Of course, special love goes to my family members who have been my most devoted and loyal cheerleaders. I love you all endlessly. My grandparents who always taught me how to be a good person, my uncle whose time and inexhaustible dedication has "cultivated" my values and sustained my hunger for new knowledge-I hope you would be proud if you have seen me today. My family living in Astana-thank you all. My cousin Rafael, you have always been an example to follow. My second family living in Vigo-thank you for your open hearts and your love. And of course, my Mother, whose endless love, hard work, encouragement in my education are a guiding star to where I am now. Я тебя очень люблю, мамуль. And, last but not least, Xoan, my love, my friend, my family, thank you for believing in every step that I took, your patience and support. Thank you for everything.

Environmental issues have become hot topic since several decades and day by day new concepts incl... more Environmental issues have become hot topic since several decades and day by day new concepts including environmental protection in business performance have risen in many countries (“Estrategia española de responsabilidad social de las empresas,” 2014; Linnenluecke & Griffiths, 2013; Pojasek, 2007; Shrivastava, Ivanaj, & Persson, 2013). Many authors have offered practices to be applied for greening of enterprises: business cases for corporate sustainability is widely discussed from the point of view of various management theories (Salzmann, Ionescu-somers, & Steger, 2005). Considering the worker as a key unit of any organization (Saifulina and Carballo-Penela, 2016), careful human resource management may lead to the improved environmental performance of the company and reduced impact on external environment of such, Herrera, G. /Journal of Economics and Management 1 (2017) 17-26 18 whose business practices are in special importance in nowadays , equally in production or service sect...

Journal of Sustainability Research

Considering the increasing social class gap and environmental crisis these days, sustainable deve... more Considering the increasing social class gap and environmental crisis these days, sustainable development is a must for business-making. Business starts with human resources (HR). Applying sustainability to manage HR in order to achieve organizational sustainability is essential, because human resource management (HRM) can influence a company's relationship with its external environment in terms of firm's effect on society and ecology. Forming part of the environmental dimension of sustainable HRM, green HRM (GHRM) defines organizational environmental policies and practices of HRM that contribute to the establishment of green organizations. Those green practices can result in a better corporate image and competitive advantage.

BUSINESS STRATEGY & DEVELOPMENT

Sustainable Development, 2016