This paper presents the findings of a cross-cultural comparison of the effects of 'best practice' HRM using employees from a matched sample of local government service departments in England and Malaysia (England n ¼ 569, Malaysian n ¼ 453). The paper tests the universal 'best practice' thesis, and also assesses the perceived level of up-take of HR practices in the two samples. The research also considers the effects of the psychological climate and employees' perceptions of trust on five work-related outcomes, namely job satisfaction, motivation, organizational citizenship behaviour, stress and quit intentions. The findings reveal that the Malaysian workers perceived the up-take of HR practices to be higher in comparison to their counterparts in England. A less consistent pattern emerged with regards to perceptions of climate. OLS regression revealed that consistent with the universal thesis, a bundle of HR practices significantly predicted employee outcomes in the hypothesized directions in both samples. Therefore, these findings provide strong support for the universal thesis.
This study was conducted to explore the influence of green human resource practices on employees' voluntary pro-environmental behavior through the sequential mediation path of green organizational climate and organizational identity. A total of 459 employees from the textile industry in Pakistan participated in the study. The results were collected using two sources (managers and employees) at two time points. The proposed research model of the study was tested using structural equation modeling. The results validated the significant positive relationship between green organizational climate and organizational identity. We also found support for the serial mediation of green organizational climate and organizational identity in the green human resource management-voluntary pro-environmental behavior relationship. All the hypotheses were significant. Overall, this study explains why and how green human resource management practices lead to voluntary pro-environmental behavior. The implications for theory and practices that will enable organizations to encourage voluntary pro-environmental behavior among their employees are discussed.
Job analysis and employees' perception of justice have a significant influence on employee performance within an organization. This study examined the relationships between job analysis, job performance, and procedural justice among local employees in Jordan Industrial Estates. The literature demonstrated gaps in knowledge regarding the relationships between these variables in developing countries, which are intended to be filled by this study. The study drew from the pay model and equity theory. Data were collected with a survey questionnaire from 690 Jordanian employees working in three industrial estates. The data were analyzed through structural equation modelling (SEM) using SPSS and AMOS software tools. The results indicated to a significant positive relationship between job analysis and job performance, job analysis and procedural justice, and a positive relationship between procedural justice and job performance. Also, it is found that procedural justice mediates the relationship between job analysis and job performance. It is expected that the results of this study would have an impact on employee's performance through the fair implementation of one of the human resources practices, namely, job analysis, and thus organizational performance. Also, it contributes to the body of knowledge and supports the mediating role of procedural justice in decisions taken within the organization.
PurposeThe research aimed to study the influence of green human resources management practices (GHRMPs) on green supply chain management (GSCM) and environmental performance while examining how those green practices affect environmental performance.Design/methodology/approachThe study investigated 314 cases (responses) from the small and medium-sized enterprises belonging to the service sector from an emergent economy (i.e. Oman). The study model was developed based on the theory of resource-based view and the theory of ability, motivation and opportunity. The structural equation modeling was used for hypotheses testing using SmartPLS 3 software.FindingsBased on the findings, green hiring and green training and innovation have a positive and significant effect on GSCM, while both of them have no effect on environmental performance. Further, green performance management and compensation positively influenced the environmental performance but not GSCM. Furthermore, GSCM significantly and positively influenced environmental performance.Originality/valueGHRMPs and GSCM can enhance environmental performance. Organizations should consider this interesting finding if they aim to reduce their negative environmental effect, conserve energy, prevent pollution and recycle garbage. Despite the fact that the present environment-friendly culture is still in its infancy, it adds uniqueness to this research by investigating the phenomenon's importance.
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