This study sought to explore the impact of green human resource management on organizational identification and employees’ eco-friendly behavior, as well as the mediating role of organizational identification in the relationship between green human resource management and employees’ eco-friendly behavior. To achieve the study objectives, a cross-sectional quantitative study was developed, for which the data were obtained through a structured questionnaire containing the measures of the study variables. Data were collected from 235 employees from several Portuguese tourism organizations participating in the study. The Harman test and bootstrapping were applied previously to the assessment of the results. The mediation study’s hypothesis was evaluated using Baron and Kenny’s linear regression method, and subsequently complemented using the Sobel test. The findings showed that the implementation of green HRM practices in tourism organizations has a positive impact on employees’ eco-friendly behavior and on organizational identification, with the latter mediating the relationship between green human resource management and employees’ eco-friendly behavior. The study is breaking new ground because it incorporates the impact of green human resource management on organizational identification and employees’ eco-friendly behavior in a single research model, thus expanding knowledge on the subject, namely in the tourism sector in Portugal.

The tourism industry has been distinguishing itself by promoting economic benefits and contributing to the creation of employment and opportunities in the country. This paper aims to investigate and analyze the impact of symmetric internal communication on individual performance and organizational identification, as well as to evaluate the mediating role of organizational identification in this relationship. Through the cooperation of several institutions in the tourism business sector, online surveys were applied resulting in a convenience sample of a total of 237 hotel employees in Portugal. The results of this study demonstrate that symmetrical internal communication has a positive impact on organizational identification and individual performance, and that organizational identification exerts a partial mediating effect on the relationship between symmetrical internal communication and individual performance. This study therefore extends the knowledge of the effects of important variables usually treated separately by the literature, and thus we build bridges between the communication literature and human resource management, providing information to support the structuring of new strategies.

Sustainable Development Goals' (SDGs) orientations consist of a key developmental area for contemporary organizations. The commitment towards the development of internal organizational policies with SDGs' alignment clearly invites the adoption of environmentally friendly actions guided for the workers, in which the role of internal communication (IC) policies and practices should be discussed. The main objective of this study is to evaluate the impact of IC on employees' adoption of eco-friendly behaviors (EFB), and specifically, to understand the mediating effect of organizational green culture (OGC) over this relation. A quantitative study was developed through a questionnaire with 237 valid participants. Main results show that IC is significantly and positively correlated with OGC and with employees' EFB, and that there is also a total mediation effect of OGC in the relationship between IC and employees' EFB. Results seem to support the idea that IC practices may influence the shaping and stimulation of organizational culture's contents guided towards the building of an OGC.

No abstract