Enhancing the organizational citizenship behavior for the environment: the roles of green training and organizational culture

Abstract

The environmental concern has become an emerging topic in organization’s human resource management strategy, especially in improving employee’s environmental behavior at work. Thus, the organizational citizenship behavior toward the environment (OCBE) has been currently attracting scholars in management. However, published studies contain research gaps in investigation of the relationships between both green training and organizational culture and OCBE, especially in the hotel industry. Following the social exchange and Ability-Motivation-Opportunity theories, this study aims to examine the effects of two green practices on OCBE and the moderating role of green organizational culture to the effect of green training on OCBE. A quantitative approach with survey strategy is employed and conducted in 4-5 star hotels to test these relationships. The PLS-SEM and K-means Cluster Analysis techniques are applied to analyze data. The findings reveal that green training and organizational culture positively influence OCBE. Also, the effect of green training on OCBE is moderated by green organizational culture. Finally, our study provides limitations of research and further studies, and the implications for management practices concerned with improving employee’s voluntary eco-behavior in the hotel industry.

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

“…This study bridges a gap in the limited literature. As prior studies have not paid attention yet to interactions of GHRM practices, even though a growing number of GHRM-related studies has attracted management scholars, the research was conducted to investigate effects of GHRM practices on employee workplace green behavior (Dumont et al, 2017;Pham et al, 2018;Saeed et al, 2018), and green performance Masri & Jaaron, 2017). The research identifies a two-way interactive effect of green training and green organizational culture and a three-way interactive effect of green training, green reward, and green organizational culture that influence significantly and positively employee commitment towards the environment.…”

“…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). This brings out positive changes to employee's green knowledge, awareness and skills, and consequently it leads to the adoption of green attitudes of employees at the workplace (e.g.…”

An Integrated Organisational Culture for Sustainable Environmental Performance in the Nigerian Context

“…The finding was that organisational culture as a latent variable has a strong impact on environmental performance. Pham, Phan, Tučková, Vo, & Nguyen [36] examines the effect of two green practices on organisational citizenship behaviour toward the environment, and the moderating role of green organisational culture. Akhavan, Sanjaghi, Rezaeenour, & Ojaghi [37] also look at the dimension of studying the effects of organisational culture on environmental responsiveness capability with the mediation of knowledge management.…”

“Mens Sana in Sound Corporations”: A Principled Reconciliation Between Profitability and Responsibility, With a Focus on Environmental Issues

“…As for "pollution markets" ("cap-and-trade" schemes), they do not add much to the right way [70]. The current eco-mindset seems to dilute legal wrong-doing and to dampen CSR goodwill, too [71][72][73][74][75].…”