Organizations have faced pressure from their stakeholders to adopt environmentally friendly business practices since the last few decades, which creates a major problem in front of their management to sustain their position in the highly competitive market. In order to retain its strategic image among the stakeholders' minds, there is a need to develop some green practices in its human resources department that boost its sustainability. In this paper, there is a brief description regarding how these green HRM bundles caused a major impact on environmental sustainable performance. Its independent variables are; green hiring, green training & involvement, and green performance management & compensation. While organizational citizenship behavior acts as a mediator between independent and dependent variables. An online survey-based quantitative data collection method is used where 402 participants' data is considered to apply the SPSS test i.e. structural equation modelling. The majority of the participants' results show that green performance management & compensation cause a major influence on organizational citizenship behavior and environmental sustainable performance. While green hiring has, the least impact and green training & involvement show the moderate outcome on the dependent and mediating variable. This study is an informative approach for the Indonesian healthcare sector and its management to make some efficient changes in its HR policies, and also this data will add value in the decision making process of this state policymakers and other research fellows. Indeed, this is important research, but there are also some limitations like lack of mixed research, and Indonesia state-based restricted research can affect the acceptability of this analysis. This gap can fulfill by upcoming scholars in their research journals.
The dynamics of significant and sudden changes from the current pandemic have made many educational institutions experience challenges in fully adopting technology into the teaching and learning process. This condition makes every educator required to do work so that it is oriented to innovative work behavior. The consequences of an innovative work culture will encourage increased teacher performance during the current pandemic. This study aims to analyze how big organizational culture and self-efficacy contribute to innovative work behavior and its impact on teacher performance. The research design uses a causal quantitative approach. Then the acquisition of research data using an online questionnaire distribution instrument. The sample used in the study was 215 respondents. The basis for determining the sample is oriented to the non-probability sampling approach by using the purposive sampling formula. A structural equation modeling (SEM) approach using partial least squares (PLS) is used to test organizational culture and self-efficacy on innovative work behavior and its impact on teacher performance. Following the results of research data analysis, it shows that organizational culture has a positive and significant effect on innovative work behavior. Then it is concluded that self-efficacy has a positive and significant effect on innovative work behavior. For the results of data analysis, further research proves that innovative work behavior has a positive and significant effect on teacher performance.
In general, the study aims to see how far the effective use of policy implementation disbursements School Operational Assistance (BOS), which has been implemented so far in order to free tuition. The research involves several elements like: PIU Office Level II, Personnel at Bank dealer, School Committee, Principal and Students who are in districts north Sumatra province. This research also involves a number of factors thought to be determinants of implementation effectiveness of the School Operational Assistance (BOS) in the field. Statistical methods used are modeling Structural Equation Modeling (SEM). This research was carried out in Medan. Location of the study Elementary and Junior High School. Respondents totaled 554 respondents. The results showed that: a). All factors considered valid or have a significant influence on the formation of each latent variable, namely: latent variable input, process, output and outcome. b). The amount of the direct influence of input variables to process variables of 0.83. While the contribution of 68.89%. c). There is a direct influence of input variables on output variables. The amount of the direct influence of input variables on output variables of 0.21. While the direct contribution given by the input variables on output variables of 4.41%. d). There are no direct influence on the input variables Outcome variables. The amount of indirect effect through the Input variable Output variable to the outcome variable that is equal to 0.162. While the contributions made by variable input through output variables Outcome variables at 2.61%. e). There is an indirect effect through the variable Input Variable Process and proceed through a variable output to outcome variables. The amount of indirect effect through the variable process input variables and proceed through a variable output to outcome variables of 0.50. Contributions made 25.49%. f). The influence of each factor formed on the latent variables of input, process and output of the factors increasing the value of education and National Final Test (UAN).
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