Being a member of the society, it is evident that the organization has to operate like a team player; cue the influx of the green management concept. The study focuses on the second aspect of the green human resources management definition, which is preservation of knowledge asset and specifically addresses the novel concept of "Green employee empowerment" as a mediator. The research paper focuses on integrating and systematically arranging literature regarding motivating employees to pursue green tasks, as mediated by green employee empowerment. Literature supports that employees must be encouraged, empowered, and eco-conscious in order to take responsibility of green management tasks, which is core dilemma in today's world. Green empowered employees is a novel concept as introduced by this research paper but also has strong literature support stemming from the concept of "employee empowerment". The unit of analysis was previous available research studies relevant to the topic (their findings are included). Both the service and manufacturing sectors was focused and data was collected from ISI web of knowledge. Additionally, the search mostly focused on updated knowledge and only focused on 104 of recent and relevant studies. The study concluded that empowered employees are more motivated to perform environmental tasks which pay to be green. Human resources are truly the back bone of any successful organization, so motivated green workforce has a deep influential effect on social organizational profitability and productivity.

PurposeThis study aims to examine the impact of employees' satisfaction with human resource management (HRM) practices (i.e. training satisfaction, performance appraisal satisfaction and pay satisfaction) on work engagement and subsequently employee turnover intentions. The mediating role of work engagement between employee satisfaction with HRM practices and turnover intentions is also assessed.Design/methodology/approachData were collected from Malaysian oil and gas (O&G) professionals. A total of 442 useable questionnaires were obtained for the final data analysis. Partial least squares structural equation modeling (PLS-SEM) was performed to test the hypothesised relationships.FindingsThe findings indicate that training satisfaction and performance appraisal satisfaction are the key drivers of employee engagement at work. Work engagement in turn has a negative impact on employee turnover intentions. Furthermore, work engagement mediates the relationship between employees' satisfaction with HRM practices (i.e. training satisfaction and performance appraisal satisfaction) and turnover intentions. Nevertheless, it did not have any mediating effect on pay satisfaction and turnover intention.Practical implicationsTraining plans should be designed to make the relevant jobs more attractive and fulfilling, thus increasing employees' level of work engagement. Besides, ensuring that the appraisal system is fair is pivotal to work engagement. Work engagement will cultivate a strong sense of emotional attachment between employees and employers, thus reducing the turnover intention of Malaysian O&G professionals.Originality/valueTo date, little has been done on employees' satisfaction with HRM practices with respect to their attitudinal and behavioural outcomes. The present study enhances our understanding of the importance of employees' satisfaction with HRM practices and its relation to employees' work engagement and turnover intentions.

PurposeDrawing on social exchange theory (SET) and conservation of resource (COR) theory, the purpose of this research is to examine the relationship between servant leadership and employees' innovative behaviour and explore the neglected mediating role of psychological safety and thriving.Design/methodology/approachFollowing cross-sectional research design, data was collected from 347 employees of large size information technology (IT) companies in Pakistan. Partial least squares structural equation modeling (PLS-SEM) technique was used for data analysis.FindingsThe results reveal that servant leadership has direct and positive relationship with employees' innovative behaviour. Moreover, psychological safety and thriving partially mediate this relationship.Practical implicationsThis research reinforces the role of servant leadership in organizations striving for a high rate of innovation. Findings of this study suggest managers to practice servant leadership behaviours which enhance employees psychological resources: psychological safety and thriving and prompt them to engage in innovative behaviour.Originality/valueThis research makes novel contribution to the incipient literature by providing first empirical evidence on the simultaneous role of psychological safety and thriving in translating the influence of servant leadership on employees' innovative behaviour.

PurposeThe purpose of this study was to examine the impacts of consumers’ motivations (i.e. remuneration, social, and empowerment) on online purchase intentions mediated through trust towards retailers present on social media.Design/methodology/approachData were collected from consumers residing in the three metropolitan cities of Pakistan, and the research model was tested using the covariance-based structural equation modelling in Amos.FindingsThe results showed that remuneration and social motivations positively influenced consumers’ online purchase intentions directly, as well as indirectly mediated through trust. However, trust fully mediated the relationship between empowerment motivation and consumers’ online purchase intentions.Originality/valueThe existing literature reveals that only a handful of studies have endeavoured to understand consumers’ trust in the context of social media marketing, and the literature in this field is not matured yet. The novelty of this research lies in its contribution to understanding the impacts of consumers’ motives (i.e. remuneration, social, and empowerment) on trust towards retailers present on social media, which have not been explored before. In addition, it examines trust towards retailers present on social media as an underlying mechanism that affects the relationships between consumers’ motives and online purchase intentions.

PurposeThe purpose of this research is to determine the relationship between entrepreneurial leadership and employee innovative behavior and examine mediating role of affective commitment, creative self-efficacy and psychological safety in this relationship.Design/methodology/approachUsing cross-sectional research design, data were collected from 343 employees of information technology (IT) service firms in Pakistan. Partial least squares–structural equation modeling (PLS-SEM) technique was applied to test the proposed research model.FindingsThe findings reveal that entrepreneurial leadership is strongly and positively related to employee innovative behavior. Moreover, affective commitment, creative self-efficacy and psychological safety simultaneously mediate this relationship.Practical implicationsThis study uncovers the important role of entrepreneurial leadership in driving employee innovative behavior in high-tech services industry. Findings of this study suggest that by practicing entrepreneurial behaviors, managers can enhance employees' affective commitment, creative self-efficacy and psychological safety, which invoke employees to demonstrate innovative behavior leading toward improved innovation performance at organizational level.Originality/valueThis research makes novel contribution to entrepreneurial leadership theory by using competing theoretical perspectives and subsequently providing more nuanced picture of the contrasting mechanisms that transmit the impact of entrepreneurial leadership on employee innovative behavior.

Purpose The purpose of this paper is to examine the impact of performance appraisal satisfaction (PAS) on work engagement (WE) and the impact of WE on turnover intention. Furthermore, this paper investigates the mediating effect of WE between PAS and turnover intention. Design/methodology/approach The sample consisted of employees of 12 oil and gas organisations operating in Malaysia. The data collection process consists of two surveys using a three-month time lag approach. A total of 295 samples were used for the final data analysis. Partial least squares structural equation modelling was performed to test the research hypotheses. Findings The results indicate a strong causal relation between PAS, WE and turnover intentions. In brief, PAS was found to be a predictor of WE, and WE has a negative impact on employees’ turnover intention. Furthermore, WE proved to be a mediator between PAS and turnover intentions. Practical implications The findings of this study can be used as a basis to consider PAS to increase employees’ level of WE and to decrease voluntary turnover. Overall, the findings provide pragmatic insights for human resource management practitioners and relevant stakeholders. Originality/value To date, little is known about the interrelationship between PAS, WE and turnover intention. Importantly, the mediating role of WE between PAS and turnover intention has remained unexplored. This study fills this gap in the existing literature.

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The emerging concern for the environment, particularly in consumer products, has grabbed the attention of both practitioners and academics equally. With the aid of new communication tools such as social media, the concern for the environment has been widely shared. The motivation behind consumer behaviour towards environmentally friendly green products is different compared to general non‐green products. The present study explored the factors that determine the purchase intention of green products and publicity on social media. The mediating role of concern for consequences and the moderating role of economic factors was also analysed. A total of 347 consumers were sampled in the present study by means of systematic sampling from cosmetic stores. Structural equation modelling using SmartPLS 3 software was employed to analyse the data of the present study. Notably, the mediating role of concern for consequences and economic factor are supported. Copyright © 2017 John Wiley & Sons, Ltd and ERP Environment