A Model of the Causal Relationships between the Factors Influencing the Performance of Green Organizations Managing Energy-Saving Buildings in Bangkok and Vicinity

Abstract

The objectives of the present study were (1) to develop a model of the causal relationships between the factors influencing the performance of green organizations (GPM) managing energy-saving buildings in Bangkok and vicinity and (2) to evaluate the consistency between the model constructs and empirical data. Both quantitative and qualitative methods were employed. For the quantitative approach, a survey questionnaire was used to collect data from a sample of 456 representatives of green organizations managing energy-saving buildings in Bangkok and vicinity. As regards the qualitative approach, in-depth interviews were conducted to validate the conceptual framework developed for this research. Then the data were analyzed using descriptive statistics, including percentage, mean, and standard deviation, and inferential statistics, including a structural equation analysis and a Chi-square test. The findings were as follows. First, environmental leadership and environmental innovations had a positive effect on the organizational culture of the green organizations. Also, the environmental management, environmental leadership, environmental innovations, and organizational culture of the green organizations exerted a positive impact on their competitive advantage. In addition, the organizational culture and competitive advantage of the green organizations wielded a positive influence on their performance. Finally, the constructs of the structural equation model were consistent with the empirical data at a satisfactory level with the 2 value of 453.977, the df value of 452, the 2/df of 1.004, the p-value of 0.465, the goodness of fit index (GFI) value of 0.946, the adjusted GFI, or AGFI, value of 0.925, and the root mean square error of estimation (RMSEA) value of 0.003.

The Effect of Adaptation of Green Culture on Work Productivity through Turnover Intention in Private Universities in Medan City

“…Organizational culture is one of the critical determinants of innovation success and can support an organization's innovation (Othman, 2019). Organizations with an adaptive culture may be able to alter their internal processes in response to environmental changes (Patarametagul, 2020). As new products are precursors to organizational performance, the work environment and organizational culture encourage or influence employees' capacity for innovation.…”

“…Adaptive culture is a norm that defines an organization's need to promote flexibility, risk-taking, and experimentation internally (Jaaron, 2018). The characteristics of organizational culture include procedures for acting, values that are used as a basis for behavior, efforts to solve problems in the organizational environment, and how an organization encourages the achievement of its goals, which very much depends on the dynamics of the organization (Patarametagul, 2020). Cultural adaptation is characterized by strategic concentration and flexible responsiveness to changes in the external environment (Dwyer, 2009).…”