Impact of green human resource management practices on the environmental performance of green hotels

Irani, Foad; Kılıç, Hasan; Adeshola, Ibrahim

doi:10.1080/19368623.2022.2022554

Cited by 54 publications

(55 citation statements)

References 146 publications

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Section: Literature Reviewmentioning

confidence: 99%

“…As a result, when an organization strives for eco-friendly behaviors through GHRM practices, it is more likely to improve its reputation among stakeholders. Hence, the improved status of the organization strengthens the employees' self-concept, and therefore, their affective commitment to the organization continues to grow (Irani et al, 2022). Roscoe et al (2019) claimed that GHRM boosts employees' awareness about business ecofriendly policies and objectives, feeling of belonging, responsibility and commitment to sustainable initiatives.…”

Section: Literature Review 21 Theoretical Backgroundmentioning

confidence: 99%

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Impact of green human resource practices on hotel environmental performance: the moderating effect of environmental knowledge and individual green values

Raza

Khan

2022

IJCHM

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Purpose Green management initiatives are an influential factor for forward-thinking corporations across the globe. Human resource (HR) practitioners find incorporating sustainable development into HR practices a significant challenge, but green initiatives enhance environmental quality. This study aims to analyze the impact of green human resources management (GHRM) practices on hotel environmental performance (HEP) by incorporating environmental knowledge (EK) and individual green values (IGV) as a moderator. Design/methodology/approach The software Smart PLS has been used for data analysis, and partial least square-structural equation modeling has been used to assess measurement and structural models. Data was gathered from 329 white-collar employees of Pakistan’s guest service hotels. Findings The results reveal that GHRM practices positively correlate with employees’ affective commitment (EAC) and eco-friendly behavior. Also, employees’ eco-friendly behavior increases HEP, but EAC shows an insignificant association. Moreover, EK does not strengthen the relationship between GHRM practices and EAC and eco-friendly behavior. However, IGV strengthen the relationship between affective commitment and HEP. Practical implications The research suggests that management should embrace GHRM practices for better environmental performance. Hotels should ensure that all GHRM attributes, such as green recruitment, training and compensation, are rightly executed. They can help acquire and retain committed and eco-friendly employees whose environmental values and objectives are compatible with the organization. Originality/value It will provide insight into the role of the GHRM in fostering EAC and eco-friendly behavior that, in turn, influence environmental performance. Also, the theory of social identity has been incorporated to inspect employees’ behavior along with the moderating role of EK and IGV. It is crucial to understand two essential aspects in a developing country like Pakistan so that the hospitality sector can implement them efficiently in the future: how hotels protect the environment through their green practices and whether employees of a developing country depict eco-friendly behavior and affective commitment on the basis of GHRM.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Literature Review 21 Theoretical Backgroundmentioning

confidence: 99%

Impact of green human resource practices on hotel environmental performance: the moderating effect of environmental knowledge and individual green values

Raza

Khan

2022

IJCHM

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“…Hoteliers should promote green human resource management practices to encourage employee involvement in environmentally sustainable activities. Hotels should motivate their employees to practice sustainable activities to enhance their ecological skills that could improve green hotel environmental performance (Irani et al, 2022 ).…”

Section: Introductionmentioning

confidence: 99%

Sustainable practices in hospitality pre and amid COVID‐19 pandemic: Looking back for moving forward post‐COVID‐19

Elkhwesky

Salem

Varmus

et al. 2022

Sustainable Development

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Sustainability issues are becoming increasingly important in the hospitality sector during crisis times such as COVID‐19 and post‐pandemic. In order to synthesize the literature on sustainable practices in hospitality, we developed a systematic literature to illustrate the dominant sustainable practices in hospitality. We present a comprehensive review of the 48 articles on sustainable practices in hospitality through the Web of Science (WoS) and Scopus databases; spanning over 2 years (2020–2021) pre‐and amid the COVID‐19 pandemic and extending the scope in distinctive ways. Our review has demonstrated that sustainable practices in hospitality have made progress in the years 2020 and 2021. However, there are conceptual and empirical overlaps among sustainable practices in hospitality. Additionally, hospitality sustainable practices research is restricted in research contexts. There is a lack of research on antecedents, outcomes, and integrating theories in studies. By following the guidance presented in this review, we expect to advance and maintain sustainable practices research to provide substantive insights over the coming years post‐COVID‐19. The current research is one of the first studies to systematically review sustainable practices in hospitality pre‐and amid the COVID‐19 pandemic. The research ends with a comprehensive research agenda and a framework to apprise future theoretical and empirical advances in the area.

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“…OA is typically important to the hospitality sector, given the acute talent shortage and motivation for green culture (Martinez-Martinez et al, 2019;Irani et al, 2022;Umrani et al, 2022). Even though studies have highlighted that this sector has striven to boost its environmental activities (Franco, 2021;Darvishmotevali and Altinay, 2022;Muisyo et al, 2022), a significant gap still exists.…”

Section: Introductionmentioning

confidence: 99%

“…The existing literature on GHRM shows that most scholarship has been focused at the firm level (Kim et al, 2019;Darvishmotevali and Altinay, 2022;Irani et al, 2022). Studies at the individual level mainly explore the effect of GHRM on individuals' environmental attitudes and behaviors (Kim et al, 2019;Aboramadan, 2022).…”

Section: Introductionmentioning

confidence: 99%

Impact of green human resource management on organizational reputation and attractiveness: The mediated-moderated model

Merlin

Chen

2022

Front. Environ. Sci.

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There is increasing global concern for environmental sustainability, with firms being monitored by different stakeholders: customers, government, suppliers, and current and potential employees. This research aims to explore the impacts of green human resource management (GHRM) on organizational reputation (OR) and organizational attractiveness (OA). The conceptual model of the study is derived from social identity theory. A close-ended questionnaire was administered to collect data through a web-based survey link which was shared with 331 employees in a Democratic Republic of Congo hospitality organization. A partial least-square structural equation modeling approach was employed to run data analysis through SmartPLS 3.0 software. The findings of the study reflect that all of the hypotheses were supported. In particular, GHRM has a strong influence on both OR and OA. An OR of green culture and personal environmental orientation strongly affected OA, while it positively and significantly mediated the relationship between GHRM and OA. Personal environmental orientation significantly moderated the link between GHRM and OA. We could find no support for a positive moderating effect of green culture on the connection between GHRM and OA. This study enhanced the scope of social identity theory by proposing that OA can be improved by GHRM, OR, green culture, and personal environmental orientation. In addition, this research suggests that managers in the hospitality sector must incorporate green practices, promote green behavior and initiative, and increase environmental awareness so that employees feel pride in being part of the organization and are attracted to it.

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Impact of green human resource management practices on the environmental performance of green hotels

Cited by 54 publications

References 146 publications

Impact of green human resource practices on hotel environmental performance: the moderating effect of environmental knowledge and individual green values

Impact of green human resource practices on hotel environmental performance: the moderating effect of environmental knowledge and individual green values

Sustainable practices in hospitality pre and amid COVID‐19 pandemic: Looking back for moving forward post‐COVID‐19

Impact of green human resource management on organizational reputation and attractiveness: The mediated-moderated model

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