Majority of the research on pro-environmental behaviours is concerned with household setting. Growing importance of pro-environmental behaviours has made it imperative to study the same in organisational settings. The purpose of the present article is to present a framework to explain pro-environmental behaviours at workplace. Authors reviewed employee-centric sustainability literature in the management discipline and pro-environmental behaviours related literature from psychology and social psychology. Based on the Value-Belief-Norm (VBN) theory, corporate environmentalism framework and literature on norm theory, a conceptual framework for explaining pro-environmental behaviours at workplace was proposed. Authors argue that individual characteristics such as values and environmental belief, and organisational environmentalism will influence the employees’ pro-environmental behaviours through personal and social norm, respectively.
Purpose The purpose of this paper is to understand the influence of individual and organisational factors on pro-environmental behaviours of the employees at the workplace. Design/methodology/approach A model explaining pro-environmental behaviours at workplace has been proposed based on contemporary literature related to value-belief-norm (VBN) theory, corporate environmentalism framework and norm. A cross-sectional survey was carried out in 20 manufacturing organisations in India and 383 useful individual responses were collected. The proposed model has been tested with the help of structural regression analysis. Findings The results of the study show that both individual characteristics as well as organisational efforts influence employees’ pro-environmental behaviours. However, the effect varies as per the type of behaviour. Personal norm mediates the relationship between subjective social norm and two types of pro-environmental behaviours. Research limitations/implications An individual faces subjective or objective constraints while exhibiting pro-environmental behaviours. The effect of subjective or the objective constraint needs to be explored in future studies. Originality/value To explain pro-environmental behaviours at workplace the authors tested VBN theory, as it was overlooked till date in management literature. It also contributes to the VBN literature by extending it to include organisational variables like corporate environmentalism and social psychological variable like social norm.
Purpose The contemporary career development models argued more for self-management of careers, yet few researchers emphasized importance of organizational career management. The purpose of this paper is to check association between perceived organizational career management practices, trust in management and turnover intentions. Design/methodology/approach In this study, authors proposed a model based on social exchange theory. Data for this study were collected from 405 IT professionals employed in India. The proposed model was tested using structural equation modelling. Findings Results showed significant direct and indirect negative effect of perceived informal organizational career management on turnover intention. In case of perceived formal organizational career management only indirect effect was significant. Trust in management mediated relationship between both types of organizational career management and turnover intentions. Originality/value First, this study delineated effect of formal and informal perceived organizational career management practices on turnover intentions. Second, this study introduced trust in management as mediator to explain relationship between organizational career management practice and outcome.
The use of non-standard workers in organisations has taken different forms in the last two decades. The recent development in this segment is the use of workers through technology-mediated platforms known as gig workers. Over the years, there has been an increase in use of gig workers in India as well as abroad for several reasons, like the changing nature of work, availability of technology and work preferences. We start the article by examining reasons for the rise of gig work, followed by an explanation of various types of gig platforms, their characteristics and examples in the Indian as well as global context. We elaborate on some of the risks and challenges faced by Indian companies as they deploy non-standard workers through different online platforms. At the end, we offer some recommendations to the HR fraternity.
Digital transformation of enterprises is driving the need for a digital identity to recognize people for delivering services. The implementation of digital identity is complex, requiring several technological solutions and much coordination. Capturing and processing data is challenging because biometric issues may arise due to imaging errors. This article addresses this issue and proposes a computer vision-based framework for contactless recognition process using a focus group discussion approach for inputs from experts. The proposed framework enhances image capturing process, extraction of high-quality features from captured images, image processing, contactless face detection, and authentication. The study also derives lessons for other biometric-based identity projects based on image analysis. The proposed framework can be used as a reference for understanding multidimensional perspectives, scalability, and adoption of technological solutions in other similar projects in developing countries in future.
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