Green Lifestyle and Pos: Which One Does Have the Biggest Role in Influencing the Influence of Green HRM on Employee Performance? (original) (raw)
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https://www.ijrrjournal.com/IJRR\_Vol.8\_Issue.2\_Feb2021/IJRR-Abstract015.html, 2021
The purpose of this study is to test the influence of green lifestyle as a variable moderator on GRHM and job performance. Green lifestyle is so less applied in the work environment by employees in some companies. Not all companies enforce discipline in applying a green lifestyle, while green lifestyle and GRHM can also bring influence to employee job performance. This research applied a quantitative approach with the regression method. The samples in this study were employees aged between 18-40 years. The samples studied were people of productive age. The data analysis technique used was regression using SPSS application. The results show that the green lifestyle does not affect GRHM on job performance directly. Green lifestyle affects job performance, while GRHM has a significant influence on green lifestyle and job performance.
International Journal of Business Ecosystem & Strategy (2687-2293)
This study aims to examine and analyze the influence of organizational environmental culture on employee performance mediated by Green Human Resources Management (GHRM) practice and job satisfaction. This study uses census sampling with 89 respondents taken from the employees of PT Bank KB Bukopin in Yogyakarta. The data analysis used in this study is Structural Equation Model (SEM) method using Partial Least Square (PLS) with SmartPLS 3.0 software. There are 6 hypotheses tested in this study for each construct and correlation, and the results indicate that all hypotheses are accepted. The results are: (1) Organizational Environmental Culture has a positive influence on GHRM practice in Bank KB Bukopin in Yogyakarta, (2) Organizational Environmental Culture has a positive influence on Job Satisfaction in Bank KB Bukopin in Yogyakarta, (3) GHRM practice has a positive influence on Employee Performance in Bank KB Bukopin in Yogyakarta, (4) Job Satisfaction has a positive influence on ...
International Journal of Sustainable Development and Planning
Sustainable organizations think about how their operating systems impact the environment. In this regard, organizations can prevent environmental pollution by adopting green human resource management practices resulting in the development of environmentally responsible behavior among employees. The aim of this study is to provide an understanding of how organizations transform human resource management practices into green human resource management practices that enhance environmental performance and further lead to green employee performance moderated by employee perceptions of a green work climate. This study has used a quantitative research approach. Data analysis uses an approach structural equation modeling-partial least squares supported by the Smart-PLS 3 computer software program. The selected sample is the hospitality sector in Indonesia. The results of the study show that green human resource management has a positive effect on environmental performance. Environmental performance has a positive effect on employee green performance. Employees' green work climate perceptions have a positive effect on employees' green performance. Employees' green work climate perceptions do not moderate the effect of environmental performance on employees' green performance. The implications of the magnitude of the results, opinions and responses of other sustainability stakeholders can add important findings for further research.
Proceedings of the 2nd Social and Humaniora Research Symposium (SoRes 2019)
Based on the 2018 Environmental Performance Index (EPI), Indonesia's environmental quality is ranked 133 out of 180 countries. The low quality of the environment is caused by human resources who do not comprehend the concept of environmentally friendly industries. The low comprehension of environmentally friendly industries is also indicated by the low implementation of Green HRM in companies in Indonesia. Green Human Resource Management (GHRM) is an environmentally friendly initiative towards better work efficiency, lower costs, and higher levels of employee involvement. Green HRM plays an important role in organizations to support the resolution of environment-related problems, awareness of the use of more economical natural resources and support environmentally friendly products. The realization of this problem will help organizations to create energy-efficient work areas. This study uses an exploratory approach which explores the dominant factors that construct green behavior in green HRM practices on the employees of "The first movers on sustainable banking" in Indonesia. Based on the analysis using the Principal component analysis method and narrative literature review, factors that form environmentally friendly behavior in HR management practices, includes: (1) regulation; (2) environmental awareness; (3) leader commitment; (4) vision and mission; (5) organizational policies; (6) technology provision; (7) facilities; (8) organizational programs; (9) employee recruitment; (10) employee training; (11) performance appraisal; and (12) compensation program.
Journal of Management Information and Decision Sciences, 2021
The aim of the research was to provide perspectives on the antecedents and outcomes of Green Human Resource Management (GHRM) practices at both the organizational and individual levels. We also tried to investigate the mechanisms by which GHRM practices can contribute to positive outcomes for employees. Design/Methodology/Approach: The data were obtained and analyzed using a two-study approach. Study 1 included 195 hotels at organizational level, whereas study 2 brought insights by means of an online questionnaire from 500 employees working in different a sector which is at individual level. In both studies, the study model was evaluated using partial least square structural equation modelling. Findings: All the hypotheses of this study have been accepted. In particular, Organizational Environmental Culture (OEC) has a positive relationship with GHRM practices at organizational level, whereas GHRM management has a positive relationship with Organizational Environmental Performance (OEP). Similarly, Meaningfulness Through Work (MTW) has a significant mediating effect between GHRM practices and job satisfaction (JS). Likewise, GHRM practices have a positive impact on JS at individual level. Originality/Value: The study contributes significantly to theory and practices with new insights into GHRM practices, its antecedents and outcomes at individual and organizational level as well as through two economies (developed and emerging). This also clarifies the outcomes of GHRM practices at individual level and the area still not well explored. This research leads to a deeper understanding of GHRM practices and positive outcomes of employees with its emphasis on MTW as a significant mediating variable.
Management Science Letters
The current study examines the change in environment performance through green human resource management in a developing country’s higher education institutes. The data were collected by survey using a reliable and valid instrument adopted from the literature. The unit of analysis in the current study is an individual consisting of employees working in higher educational institutions of Pakistan. Three hundred questionnaires were distributed while 220 questionnaires were found completely filled for statistical analysis. The current study utilizes the multiple regression techniques through structural equation modelling using second-generation software SmartPLSv3.0. The results indicate the positive influence of green human resource policies on environmental performance and provide significant insights on the partial mediating effect of employee eco-friendly behavior between green human resource management and environmental performance. The present study provides numerous theoretical ...
Embracing green HRM: Propelling organizational sustainability forward
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The most crucial resource for any corporation to succeed in the competitive business environment of today is its human capital. The additional responsibility of incorporating green HR ideals into the company's mission statement along with HR strategies has been assigned to modern HR leaders as a means of accomplishing sustainable environmental goals. In today's business world, the phrase "green human resource management" (GHRM) has gained popularity, and its significance is expanding in a variety of ways. For obtaining organizational sustainability, the field of "green human resource management" (GHRM) is special since it focuses on energizing eco-friendly implementation and dynamic green transformation. This research aims to ascertain how GHRM affects organizational sustainability. The total 236 staff members of University of Jammu's staff in the Union Territory of Jammu and Kashmir provided the information. In the study, an AMOS-based structural equation modelling (SEM) strategy was used. Additionally, the fit and validity of the model were assessed using CFA. Further, the outcomes of SEM demonstrated that GHRM and organizational sustainability are directly related. The article thus suggests a few potentially innovative HR benefits for environmentally conscious firms. Human resources also have a significant chance to support the organization's environmental mission and is crucial in motivating, empowering, and inspiring staff to adopt enticing green business practices.
Zenodo (CERN European Organization for Nuclear Research), 2023
Currently, the millennial generation is starting to dominate the work force which is expected to be a pioneer driving companies to implement more green behavior. This Study examines the influence Green Human Resources management, Green Commitment and Green behavior to Sustainable Employee Performance. SmartPLS 3 software was used to analyses the relationship form 150 valid responses. The finding of our study shows that Green Commitment can moderate the influence of Green behavior to Sustainable Employee Performance. Green Training and Green Compensation have an effect on Green Behavior while Green Recruitment and Green Performance Appraisal have no effect on Green Behavior. It turns out that Green Performance Appraisal has no effect on Sustainable Employee Performance, while Green Recruitment, Green Training, Green Compensation and Green Behavior have an effect on Sustainable Employee Performance among millennial managers in Indonesia. These findings have implications for companies for managing millennial managers in order to increase Sustainable Employee Performance.
Green HRM, work-life and environment performance
In recent years, the organisations have become more awaken of the vital role played by green initiatives. This paper seeks to examine how green human resource management (GHRM) contributes to the environmental performance (EPF) through employee work-life. Based on a comprehensive literature review on green HRM and EPF, a theoretical model was proposed for investigation in which direct and indirect effects of green HRM (GHRM) on EPF were tested relying on a survey data collected from 356 employees of leadership in energy and environmental design (LEED)-certified companies using structural equation modelling (SEM) methodology. The results evidenced significant mediation effect of work-life in the relationship of GHRM and EPF; however, the mediation via private life could not be supported. Finally, the paper discusses implications of findings for the practitioners and direction for future research.
GREEN HRM AND EMPLOYEE PERFORMANCE: HOW ORGANIZATIONAL CULTURE PLAYS A MEDIATING ROLE
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This research looks at how green HR management affects employee performance through the medium of organizational culture. With the increasing demand for environmentally friendly practices, businesses are feeling the heat to adopt eco-friendly policies that benefit society and our environment. Green HRM is believed to promote environmentally conscious behavior among employees, thereby enhancing their performance. This study takes a quantitative approach by using Partial Least Squares (PLS) as its statistical method. PLS is well-suited for analyzing correlations between complex variables. Maximizing explained variance enhances prediction accuracy, which is why PLS is chosen. The study ensures full data representation by using a saturation sampling strategy, which encompasses all relevant population members. Although green HR management has a major effect on company culture, the results show that it has little to no effect on employee performance. Furthermore, corporate culture mediates the relationship between green HR management and staff effectiveness, which in turn has a substantial impact on worker performance. The study concludes that for effective implementation of green HRM, it is essential to integrate it with an organizational culture that aligns with sustainability values. For this reason, green human resource management practices ought to be an essential component of the culture of every organization that aspires to raise the level of productivity achieved by its workforce.