Customer pressure and restaurant employee green creative behavior: serial mediation effects of restaurant ethical standards and employee green passion

Purpose Employee green behavior can lead to a firm's green performance. However, green management research has not accorded adequate attention to the mechanism underlying green creativity. This study aims to investigate the influence of green human resource management (GHRM) practices on green creativity at both individual and collective levels. Design/methodology/approach Through a multisource, multiwave survey data obtained from employees of 3- to 5-star hotels in Kenya, the present study investigates how GHRM practices influence individual and collective green creativity. For the data analysis, we employed multilevel structural equation modeling using MPlus 7.2. Findings The study findings show that GHRM practices influence individual and collective green creativity. The proposed mediating role of the enablers of green culture (EGC) in these relationships was confirmed. Moreover, environmentally specific servant leadership moderated the relationships between GHRM and individual and collective green creativity. Research limitations/implications The study recommends that hotel management should embrace GHRM practices to nurture green creativity at the employee and team levels. The hotels management is further persuaded by the findings of this study to pay attention to the four EGC (leadership emphasis, message credibility, peer involvement and employee empowerment) which play a key role in enhancing green creativity among hotel employees. Practical implications The study recommends that hotel management should embrace GHRM practices to nurture green creativity at the employee and team levels. The hotels' management is further persuaded by the findings of this study to pay attention to the four EGC (leadership emphasis, message credibility, peer involvement and employee empowerment) which play a key role in enhancing green creativity among hotel employees. Originality/value We develop and propose an integrated conceptual framework by which hotels can deploy to nurture green creativity at individual and team levels. We anticipate that our study findings will elicit further research into the mechanisms that reveal the nexus between GHRM and other employee green performance outcomes in the hotel sector.

Section: Discussionmentioning

confidence: 99%

“…To this end, this study investigates green creativity at the individual and collective level. Past research has looked at green creativity at the individual level (Farooq et al, 2021;Cho and Yoo, 2021) or collective level (Zhang et al, 2020;Huo, 2020) without integrating the two in a single study.…”

Section: Introductionmentioning

confidence: 99%

The role of green HRM in driving hotels' green creativity

Muisyo

Hashmi

et al. 2022

“…Pro-environmental behaviors can be challenging tasks for employees because these special behaviors require substantial innovation, creativity and the ability to resolve environmental problems in the workplace, such as generating and promoting new green ideas within the green initiative policies of their company (Cho and Yoo, 2021;Kim et al, 2016;Raza et al, 2021;Sharma et al, 2020). Hence, employees' pro-environmental behaviors demand high levels of environmental concerns and persistence associated with employees' green autonomous motivation (Raza et al, 2021).…”

Section: Research Hypotheses Developmentmentioning

confidence: 99%

“…Respective dimensions of employees' pro-environmental behaviors should be considered because green practices and policies of organizations usually involve a wide range of employees' pro-environmental engagement and behaviors (Karatepe et al, 2021a;Schulte et al, 2020). For example, although employees with a high level of environmental concerns may create their own ways to save water at the workplace, they may not influence colleagues and the organization to follow their ways because green activist behavior requires more effort and involvement than green idea creation (Cho and Yoo, 2021;McCown, 2007). Identifying and exploring how different types of proenvironmental behaviors among employees are interrelated and how environmental activist behavior in the workplace is shaped can help organizations develop and maintain successful green policies, maximizing the effectiveness and efficiency of the green practices (Lu et al, 2017;Schulte et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

Drivers and interrelationships of three types of pro-environmental behaviors in the workplace

Kim

Lee

2022

Purpose Prior research in the human resources management fields focused primarily on one type of employees’ pro-environmental behaviors yet failed to empirically investigate interrelationships among the distinct dimensions of their pro-environmental behaviors. To build a deeper understanding of the psychological process in becoming an environmental activist in the workplace, this study aims to examine the interrelationships among frontline employees’ green autonomous motivation, green external motivation, environmental concern, self-efficacy and three types of pro-environmental behaviors (i.e. green idea generation behavior, green idea promotion behavior and green idea activist behavior). Design/methodology/approach With the survey method, the data were collected from frontline employees working at hospitality enterprises in South Korea. This study analyzed the collected data, including frequency analysis, reliability analysis, correlation analysis, confirmatory factor analysis and structural equation modeling. Findings The empirical results showed that autonomous motivation significantly influenced environmental concern, self-efficacy, green idea generation behavior and green idea promotion behavior. Also, external motivation significantly affected environmental concern, self-efficacy and green idea promotion behavior. Furthermore, environmental concern had significant influences on self-efficacy and green idea promotion behavior, and self-efficacy had significant effects on green idea generation behavior and green idea promotion behavior. Finally, green idea activist behavior was significantly influenced by green idea generation behavior and green idea promotion behavior only. Practical implications This study proposes managerial implications to hospitality organizations and public policymakers for maximizing the effectiveness and efficiency of their green initiatives via frontline employees’ green idea activist behavior. Originality/value Based on the empirical findings, this study proposes several theoretical and practical implications for the extant literature and the service industry in the context of frontline employees’ three types of pro-environmental behaviors from their working motivation.

“…Positive feelings (e.g. passion, as in Cho and Yoo, 2021) also mediate customer-employee interaction. As such, we propose:…”

Section: Mediating Role Of Positive Affectmentioning

confidence: 99%

How does customer cooperation affect employees’ prosocial service behavior in upscale Chinese hotels? An affective social exchange perspective

Ying

Zhang

2022

Purpose Guided by the affect theory of social exchange, this study aims to examine the affective process underlying the impact of customer cooperation on hotel frontline employees’ prosocial service behavior. Job autonomy was tested as a boundary condition. Design/methodology/approach A mix-mode quantitative survey collected data from 818 frontline employees in 14 upscale hotels across China. Data were analyzed using structural equation modeling to test the research hypotheses. Findings Results suggest that customer cooperation influences employees’ prosocial service behavior directly and indirectly via employees’ positive affect. Contrary to expectations, job autonomy weakened the relationships among customer cooperation, positive affect and employees’ extra-role customer service but did not moderate the impacts of customer cooperation and positive affect on employees’ role-prescribed customer service. Originality/value As an initial attempt to investigate the effects of customer cooperation on two types of frontline employees’ prosocial behavior, this study broadens the application of the affect theory of social exchange and contributes to an understanding of the theory’s boundary conditions by testing a framework under the contextual condition of job autonomy.