Purpose: To addresses the main motivators that influence customers to buy green products as well as well as profiling the decisions that shape their behavior.Design/methodology/approach: The authors have conducted a review of the major research related to consumers to identify motivational factors, to draw conclusions about their impact on buying green products. Factor analysis is conducted on the collected data to find the underlying factors that motivate consumers to buy green products and most importantly motivational factors were identified by T test. were the most important of motivators.
Practical implications:The results could help companies, authorities, governments, producers, sellers to know what motivate customers to buy green products and persuade the customers for buying them.
Social implications:Furthermore this research will indirectly contribute to increase the customers and public intention for buying green products which in turn will help to solve some of environmental issues and make less environmental side effect caused by products. It is notable that motivated consumers for buying green product will finally -873-Intangible Capital -http://dx.doi. org/10.3926/ic.470 expect to have healthy life and clean environment which leads to a healthy and clean society.
Originality/value:This article contributes to the literature on the customers' intention for buying green products by filling the gap in the concrete issues of the customers' motivation.
Purpose: This study aims to explore the relationships between workplace spirituality, intention to leave and organizational citizenship behaviour (OCB) among nurses and whether OCB mediates the relationship between workplace spirituality and intention to leave. Design/methodology: Due to the shifting paradigm of health policies, administrations in Malaysian hospitals are faced with trials of cost reduction. The high rate of nurses leaving the hospital poses a burden to the human resource department. This study aims to discover how to cope with this problem by utilizing workplace spirituality and organizational citizenship behaviour. In the present correlational study, data were collected using questionnaires. A total of 345 nurses from three public and general hospitals located in Johor Bahru, Malaysia, were chosen as samples using a random sampling method to respond to questionnaires. The measurement and structural model were assessed using SmartPls 2.0.
Findings:Workplace spirituality has significant negative influence on nurses' intention to leave and positive influence on OCB. Amongst nurses, workplace spirituality contributed to 34% of the variation in intention to leave, whereas 36% of the variation was in accordance to OCBI -615-Intangible Capital -https://doi.org/10.3926/ic.906 and 45% of the variation was in accordance to OCBO. Furthermore, OCB arbitrated the effect of workplace spirituality on the intention to leave.
Social implications:This study has shown the probable advantages of better understanding the positive impact of workplace spirituality on nurses' tendency to leave and OCB. This is important for the managers of nurses in the effort to improve nurses' performance and, by extension, the healthcare system. Originality/value: Workplace spirituality contributes to nurses' intention to leave and OCB.This study highlights the benefits of the novel idea of workplace spirituality, especially amongst nurses needing motivation in their duties.
This paper aims at determining the relationships between psychological contracts, job involvement, affective commitment, and three dimensions of personal needs assessment in strategic training (i.e. motivation to learn, perceived support, and training attitudes) in the Iranian hospitality industries. A questionnaire survey was conducted among the full-time administrative employees of five-star hotels in the Isfahan region, which is an important tourism destination especially for Europeans and Russians in Iran. This study highlights the importance of strategic need assessment in training employees in order to foster their affective commitment. These findings have important practical and theoretical implications. Firstly, managers will not be able to foster affective commitment through human resource practices unless they recognize and appreciate which needs are valued by employees. Secondly, managers must have a clear understanding of both the quantity and quality of information desired by employees if they are to design high-commitment of strategic human resource management practices that meet the information needs of employees. Finally, the results provide evidence in favor of managerial interventions aimed at enhancing organizational commitment and, consequently, minimizing the negative effects of an actual turnover in the hospitality industry
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