Employees’ green recovery performance: the roles of green HR practices and serving culture

Luu, Trong Tuan

doi:10.1080/09669582.2018.1443113

Cited by 100 publications

(129 citation statements)

References 61 publications

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“…Although there are very few published studies that explore effects of these GHRM practices on employee environmental commitment, the findings support their suggestions. For instance, the research conducted by Pinzone et al (2016) who pointed out that developing green competence (e.g., green training) positively influence collective green commitment in organizations, and by Luu (2018) that results show that reward policy for green performance can stimulate employees to commit to environmental activities at work. Thus, the findings suggest that a possible way to strengthen employee environmental commitment at work is to provide green policies such as training and reward programs to employees, and to develop a green culture in their hotels and in organizations in general.…”

Section: Discussionmentioning

confidence: 99%

“…Similar to green reward, Ren et al (2018) argued that compensation is viewed as a component in boosting green-specific outcome of the organization such as employee environmental commitment. Luu (2018) also found out that rewarding for employee's environmental behavior has a relation with the employee commitment towards the environment. With green organizational culture, namely when an organization pays attention to green culture development, their top management develops systems for training, performance appraisals, and rewards (Jabbour & Santos, 2008), and provide green policies and practices to attract more employees with ecological orientation (Fernandez, Junquera, & Ordiz, 2003) and to encourage employees to make green suggestions (Renwick et al, 2013;Pham, Phan, Tučková, Vo, & Nguyen, 2018).…”

Section: Impact Of Ghrm Practices On Employee Commitment Towards the mentioning

confidence: 94%

“…Similarly, Raineri and Paillé (2016) denoted a sense of attachment and responsibility of employees to environmental issues. Thus, this concept reflects employee's internal motivation and it is viewed as employee's discretionary sense of commitment to the environmental aspect (Luu, 2018).…”

Section: Literature Review 1green Human Resource Management and Emplmentioning

confidence: 99%

“…The "green" human resource management (GHRM), known as "environmental" human resource management, is considered as an essential tool for the successful implication of the organization's sustainable development strategy (Renwick, Redman, & Maguire, 2013). In fact, the search for reaching a GHRM can be found at the global level since it brings not only benefits for organizations, such as environmental performance (Siyambalapitiya, Zhang, & Liu, 2018;Kim, Kim, Choi, & Phetvaroon, 2019) and sustainable performance (Zaid, Jaaron, & Bon, 2018), but it also motivates individuals to commit in green activities and produce green ideas (Jia, Liu, Chin, & Hu, 2018), in particular the employee commitment towards the environment at the workplace (Luu, 2018).…”

Section: Introductionmentioning

confidence: 99%

“…The concept of employee environmental commitment is regarded by few prior studies that advanced understanding in this research area, especially in the exploring the GHRM-employee environmental commitment (e.g. Pinzone et al, 2016;Luu, 2018). However, this paper is motivated by the following research gaps.…”

Section: Introductionmentioning

confidence: 99%

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Sectoral Analysis of the Effectiveness of Bank Risk Capital in the Visegrad Group Countries

Pham

Tučková

Phan

2019

Journal of Business Economics and Management

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Bank risk capital (capital at risk) is identified with the value of banks’ own funds maintaining to absorb potential losses and protect against insolvency. It is calculated for the capital adequacy ratios, recommended by the Basel Committee on Banking Supervision. On other words, it is a kind of banks’ capital that financing securing the negative effects of risk occurring. A comparative analysis of effectiveness of bank risk capital in the Visegrad Group countries, constituting the main objective of the study, results from the needs indicated in the already conducted preliminary research. In the article, statistical and econometric methods were used, based on linear regression models. The conducted research were aimed to verify the research hypothesis stating that in the analyzed banking sectors of the Visegrad Group countries there is a positive correlation between banks' profitability and a level of their bank risk capital. The study indicated that net profit of the analyzed banking sectors increases with a growth of total own funds, while profitability is diversified in individual countries. Declining operational efficiency results from the growing cost of obtaining and maintaining risk capital.

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Section: Discussionmentioning

confidence: 99%

Section: Impact Of Ghrm Practices On Employee Commitment Towards the mentioning

confidence: 94%

Section: Literature Review 1green Human Resource Management and Emplmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Sectoral Analysis of the Effectiveness of Bank Risk Capital in the Visegrad Group Countries

Pham

Tučková

Phan

2019

Journal of Business Economics and Management

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Perceived behavioral control as a mediator of hotels' green training, environmental commitment, and organizational citizenship behavior: A sustainable environmental practice

2020

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By employing a more comprehensive environmental sustainability and behavioral practices and framework, organizations' green human resources, production process among other processes, are also situated at addressing the rising challenge of global warming. To an extent, the gear toward improving the sustainable organization or production entails the environmental sustainability practices, green initiatives, and environmentally friendlier methods against the business-as-usual and the traditional patterns. In so doing, the current study is aimed at examining the effect of green training on organizational citizenship behavior and environmental commitment via the mediating role of perceived behavioral control. By applying the theory of planned behavior, this paper also tests the mediating effect of perceived behavioral control in the organization and the environment. Data from 306 employees working in four and five-star hotels in Istanbul were analyzed using AMOS statistical version 20. The result revealed that green training positively affects environmental commitment and organizational behavior and that perceived behavioral control fully mediates the link. In essence, the investigation equally revealed that it is important to engage employees in environmental sustainability training and related information, especially in compliance with the global drive for the Sustainable Development Goals. The findings and implications of the study are further revealed to serve effective policy tools to organizations, governance, and other stakeholders. K E Y W O R D S environmental commitment, green training, perceived behavioral control, Republic of Turkey, sustainable development, theory of planned behavior

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Ethical leadership and environment specific discretionary behaviour: The mediating role of green human resource management and moderating role of individual green values

et al. 2021

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This study examines the mediating role of green human resource management between ethical leadership and employees' citizenship behavior towards the environment with the moderating effect of individual green values. We collected data from 589 MBA executive students with one‐year of experience working in various organizations at two different times using a questionnaire‐based survey method. Applying structural equation modeling to the results confirmed a direct effect of ethical leadership on employees' citizenship behavior towards the environment and an indirect effect through green human resource management. Further, individual green value strengthened the association between green human resource management and employees' environmentally conscious citizenship behavior. Our study contributes to social learning and supply value‐fit theory and has implications for management.

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Employees’ green recovery performance: the roles of green HR practices and serving culture

Cited by 100 publications

References 61 publications

Sectoral Analysis of the Effectiveness of Bank Risk Capital in the Visegrad Group Countries

Sectoral Analysis of the Effectiveness of Bank Risk Capital in the Visegrad Group Countries

Perceived behavioral control as a mediator of hotels' green training, environmental commitment, and organizational citizenship behavior: A sustainable environmental practice

Ethical leadership and environment specific discretionary behaviour: The mediating role of green human resource management and moderating role of individual green values

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