No abstract

Purpose – The purpose of this paper is to seek to examine the mediating role of organizational commitment (OC) in the relationship that extra role performance (EXR) shares with leader member exchange (LMX), psychological empowerment (PE) and human resource management practices (HRMP) in a large, public-sector service organization in India. Design/methodology/approach – Structural equation modeling and confirmatory factor analysis was conducted to evaluate the hypothesized model. Reliability and validity of measures were also examined. Findings – Statistical analysis indicated that each of the following - LMX, PE and HRMP had a positive impact on OC, and OC influenced EXR. Further LMX influence EXR through OC while HRMP and PE partially influence EXR. Practical implications – In an Indian context, this study offers a deeper understanding of the factors influencing OC, and how OC affects EXR. This understanding will help practitioners formulate effective human resource policies and restructure their training programs to increase commitment levels and enhance performance of their employees. Originality/value – This paper considers a sample in a large, public-sector service organization in India which has not been attempted earlier; previous studies have focussed more on Western contexts. Further, findings of this research corroborate the findings of previous studies that established a positive relation between OC and EXR, and found that LMX, PE and HRMP positively influenced OC.

PurposeThe purpose of this study is to assess the key determinants of green human resource management (GHRM) and investigate its impact on environmental performance (EP) and business performance (BP).Design/methodology/approachThe research employed SmartPLS 3 and follows a cross-sectional research design. Data from 179 employees were collected using a convenience sampling technique from the firms that adopted GHRM practices.FindingsThe research found a significant relationship of GHRM with EP and also reported the significant relationship between EP and BP. Moreover, EP significantly mediates the relationship of GHRM with BP.Research limitations/implicationsA relatively small sample size of employees was used that may suggest the need for a diverse and more representative sample. The paper is based on data collected from the Malaysian manufacturing industry – other economic sectors and Asian countries may offer different results.Practical implicationsThe paper identifies the need for incorporating GHRM practices and culture at the workplace to encourage positive green behavior in employees which will increase the EP and BP of the firm.Originality/valueThis paper reported the initial empirical findings after the March 7th incident on EP of businesses in Malaysia, where businesses have initiated the adoption of GHRM practices.

PurposeSustainability in higher education has drawn the attention of various scholars. However, to date, very few studies have examined the human side of green employee behaviour towards sustainability. Thus, to address this gap, this study aims to analyse the effect of green authentic leadership towards sustainability in higher education, with the intervening impact of green internal branding and green training.Design/methodology/approachThe study examined the data collected from faculty and their immediate heads from private higher education institutions. Tests for reliability, validity and internal consistency of measures followed by exploratory factor analysis were conducted for each measure. The hypotheses were tested through hierarchical regression analysis while confirmatory factor analysis was done to test the fit of the model.FindingsThe results supported the fit of the proposed model and showed positive and significant effect of green authentic leadership on the sustainability in higher education. Further, green internal branding had a mediating effect between green authentic leadership and sustainability and green training showed a significant moderating role between green authentic leadership and sustainability relationship.Originality/valueThe study contributes to ongoing research in the field of green employee behaviour, green HRM practices and sustainability in higher education. Further, the study provides practical implications to enable higher education institution to work towards sustenance effectively.

Purpose The purpose of this paper is to understand the extent to which green involvement (GI) can affect employee perception of corporate social responsibility (CSR), with the intervening role of green training (GT). Design/methodology/approach The sample for the study was collected from employees working in tourist hotels. Exploratory factor analysis and confirmatory factor analysis was conducted to assess the fit of the hypothesized model, and hierarchical regression analysis to test the hypothesis. Findings The results showed that GI of employees has a positive and significant relationship with their perception of CSR. The study further revealed that when there is an increase in GT, the relationship between GI and perception of CSR gets more positive. Originality/value It adds value to the ongoing research in the field of environment, training and CSR. The findings will be helpful for policy makers and researchers in the field of stakeholder management.