The role of green human resource management in driving hotel’s environmental performance: Interaction and mediation analysis

Pham, Nhat Tan; Vo‐Thanh, Tan; Tučková, Zuzana; Thúy, Võ Thị Ngọc

doi:10.1016/j.ijhm.2019.102392

Cited by 268 publications

(316 citation statements)

References 61 publications

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“…Finally, the findings from this study gave insights into how green HRM affected the commitments of employees (Pham et al, 2020) as well as their green passion toward the environment (Jia et al, 2018). Without the moral reflectiveness and moral responsibility, it may be difficult to encourage employees to be committed and passionate about environmental sustainability; hence, the findings contributed toward the discussion of how green HRM affects the innate drive and resolution of employees.…”

Section: Theoretical Contributionmentioning

confidence: 77%

Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

et al. 2020

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The rapid degradation of today’s environment has required the governments and organizations to introduce effective countermeasures. Governments have enforced green policies, and organizations have drawn on these policies to implement environmentally friendly workplace practices. The success of these practices is very much dependent on the employees and the extent of their green behavior. As such, there is a need to determine whether green behavior can be positively influenced by other variables. One of the suggested influencing variables is green human resource management (HRM). Another variable with the potential mediating effect is personal moral norms (PMN). Also, there is a need to examine the interplay of green HRM, employee green behavior (EGB), and PMN within the context of higher education institutions (HEIs) as they also take responsibility for protecting the environment. It is believed that to date, studies of this nature have not involved academics at HEIs in Malaysia. This study aims to examine the mechanism by which green HRM affects EGB of academics at Malaysian HEIs through PMN as mediator. Data were collected through a cross-sectional quantitative survey among 425 academics at five research universities in Malaysia. The analysis was performed using Smart PLS version 3.2.8. There was a positive significant relationship between green HRM and PMN and a positive significant relationship between PMN and EGB. Hence, green HRM had an effect on EGB through the mediating role of PMN. However, there was no significant direct relationship between green HRM and EGB. Other studies have investigated the effects of several mediating variables in the relationship between green HRM and EGB; however, the effect of one variable—PMN—has not been examined. This study, as it investigates the vital aspect of behavioral formation, is believed to be the first study that examines the mediating role of PMN in the interplay between green HRM and EGB of academics. The theoretical and practical implications are discussed in this study.

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Section: Theoretical Contributionmentioning

confidence: 77%

Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

et al. 2020

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“…Third, organizations should prepare a recovery plan, and employees should be involved in elaborating on this plan. As highlighted by previous studies (e.g., Pham et al, 2020;Vinodkumar & Bhasi, 2010), involving employees in an organization's strategic reflections can make them feel secure, safe, and more attached, as well as enhance their organizational citizenship behavior. Organizations should encourage and value those who have proposed good initiatives.…”

Section: Managerial Implicationsmentioning

confidence: 89%

“…The population of interest was Vietnamese full-time hotel employees; this choice was for several reasons. First, economically, Vietnam is one of the developing countries heavily dependent on the hospitality and tourism industries (Pham et al, 2020). Second, according to ForwardKeys (2020), as of April 6, 2020, Asia Pacific was the region most affected by COVID-19.…”

Section: Methodsmentioning

confidence: 99%

How does hotel employees’ satisfaction with the organization’s COVID-19 responses affect job insecurity and job performance?

Vo‐Thanh

Nguyen

et al. 2020

Journal of Sustainable Tourism

116

131

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This research examines the role of hotel employees' satisfaction with their organization's COVID-19 responses in reducing their perceived job insecurity (PJI) and maintaining their job performance (JP). We conducted two studies using an explanatory sequential mixed-methods design. The results indicated that employees' satisfaction with organization COVID-19 responses (SOCV19R) positively influences JP and moderates (1) the positive association between perceived health risk associated with COVID-19 (PHRCV19) and PJI and (2) the negative link between PJI and JP. Unexpectedly, PHRCV19 was found to positively affect JP, and the moderating effect of SOCV19R on the relationship between PHRCV19 and JP was significant and positive. We also found that PJI has a mediating role in the PHRCV19-JP relationship. This study fills a significant gap in hospitality research by exploring the role of the organization's crisis responses in tempering the impact of perceived health risk of a global health crisis on hotel employees. Theoretically, this research revealed that employees' SOCV19R helps raise JP, mitigate the positive influence of PHRCV19 on PJI and the negative impact of PJI on JP, and strengthen the positive effect of PHRCV19 on JP.

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“…A recent study on the hotel industry showed that high-performance HRM positively and significantly affects employee attitudes and behaviors [11]. The hotel's environmental management of HR was found to be significantly related to employee green behavior, i.e., organizational commitment and organizational citizenship behavior for the environment (OCBE) [12][13][14]. A recent study found that GHRM in general and green training in particular are the best predictors for individual environmental behavior and performance [15] GHRM also enhances eco-friendly behavior among hotel and tourism employees [5,16].…”

Section: Ghrm and Pro-environmental Behaviorsmentioning

confidence: 99%

The Effect of Green Human Resource Management on Environmental Performance in Small Tourism Enterprises: Mediating Role of Pro-Environmental Behaviors

et al. 2021

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Research on the interrelationship between green human resource management (GHRM), employee pro-environmental behaviors, and environmental performance remains very limited, especially in relation to small tourism enterprises. This research bridges a knowledge gap and examines the direct effect of GHRM on environmental performance in small tourism enterprises and the indirect effect through employee pro-environmental behaviors. For this purpose, a quantitative research approach was adopted using a pre-tested instrument. A questionnaire was handed to employees in small hotels and travel agencies in Greater Cairo, Egypt. The results of structural equation modeling (SEM) showed a positive significant effect of GHRM on both types of pro-environmental behaviors (tasked-related and proactive). However, the results, surprisingly, showed no significant direct effect of GHRM on environmental performance. Notwithstanding, there was an indirect, positive, and significant effect of GHRM on environmental performance through tasked-related and proactive pro-environmental behaviors. This reflects the value and vital role of employee pro-environmental behaviors in the relationship between GHRM and environmental performance in small tourism enterprises. The research provided various implications for tourism scholars and practitioners, especially those related to small tourism enterprises. Research limitations and opportunities for further research are also discussed.

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The role of green human resource management in driving hotel’s environmental performance: Interaction and mediation analysis

Cited by 268 publications

References 61 publications

Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

How does hotel employees’ satisfaction with the organization’s COVID-19 responses affect job insecurity and job performance?

The Effect of Green Human Resource Management on Environmental Performance in Small Tourism Enterprises: Mediating Role of Pro-Environmental Behaviors

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