Do green HR practices enhance green motivation and proactive environmental management maturity in hotel industry?

Ahmed, Mansoora; Guo, Qiang; Qureshi, Muhammad Asif; Raza, Syed Ali; Khan, Komal Akram; Salam, Javeria

doi:10.1016/j.ijhm.2020.102852

Cited by 129 publications

(108 citation statements)

References 58 publications

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“…Moreover, there are similarities between the findings of a recent study directed by where they empirically confirmed that green HRM practices are significantly associated with the firm environmental innovation. Furthermore, the findings of this study are parallel to another recent study conducted by Ahmed, Guo, Qureshi, Raza, Khan and Salam [77].…”

Section: Discussionsupporting

confidence: 88%

“…The theoretical framework for this study offers experimental support through statistical findings for the impact of green HRM practices such as green recruitment and selection, green training, green compensation, and green performance assessment on firm environmental innovativeness in the telecommunication sector and organizational innovative culture as a moderator. These findings confirm past research that has shown a significant relationship between different green HRM practices and the environmental performance of a firm [15,39,42,77]. Previous studies called for more research in order to investigate moderating variables and their impact on the relationship between green HRM and the innovativeness of a firm [6,14,15,23].…”

Section: Theoretical Implicationssupporting

confidence: 88%

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Green Human Resource Management and Environmental Innovativeness

Ali¹,

Ali²,

Ashfaq³

et al. 2021

IJSDP

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Drawing upon the resource-based view and the situated learning theory, this study examined the effect of green human resource management (HRM) practices on the firm environmental innovativeness. The moderating role of organizational innovative culture on the relationship between green HRM and firm environmental innovativeness was also assessed. A survey of 212 furniture manufacturing companies in Malaysia was analyzed using structural equation modeling. Results from the data analysis suggest that green HRM practices are positively associated with the firm environmental innovativeness. The positive effect of green training and green compensation on firm environmental innovativeness was found to be increased by moderating the role of organizational innovative culture. The present study clarifies key green HRM practices that can assist the environmental innovativeness in Malaysian furniture manufacturing firms and advances related research by proposing and examining an overarching model to enlighten such synergies and the moderating role of organizational innovative culture. The findings further extend the scope of green HRM research to promote innovation in the manufacturing firms. The theoretical and practical implications of green HRM are presented to enhance the environmental innovativeness.

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Section: Discussionsupporting

confidence: 88%

Section: Theoretical Implicationssupporting

confidence: 88%

Green Human Resource Management and Environmental Innovativeness

Ali¹,

Ali²,

Ashfaq³

et al. 2021

IJSDP

View full text Add to dashboard Cite

show abstract

“…In this research paper, data analysis was performed using a two-step approach through Smart PLS 3.2.8 software (Ahmed et al, 2021 ; Ringle et al, 2015 ). The results were obtained by conducting the PLS-SEM.…”

Section: Data Analysis and Resultsmentioning

confidence: 99%

Impact of environmental triggers on students’ behavior to use ride-sharing services: the moderating role of perceived risk

2021

Self Cite

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Ride-sharing services are a sustainable form of the transportation system that needs to be popularized among students by examining the crucial factors that determine the students’ behavior to use the innovative service. Therefore, this paper attempts to explore students’ behavior regarding the use of ride-sharing services by extending the “Technology Acceptance Model.” The expanded model includes the current TAM structures and integrates contextual stimuli that may or may not affect the ride-sharing service’s behavior. Moreover, the study focuses on determining the moderating role of perceived risk between the proposed relationships. The paper uses PLS-SEM to analyze the research model and determine the results of the hypotheses. The findings of this research are useful for ride-sharing service providers and policymakers who can promote the services among students by reducing the perceived risks and promoting the environmental benefits of ride-sharing. Furthermore, the limitations of this paper pose future research directions.

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“…Moreover, Table 2 also depicts that the value of the CR is more significant than 0.7, which meets the criteria given by Straub (1989). Since the benchmark for IIR is 0.7 (Ahmed et al, 2021;Churchill, 1979), the tool has been considered reliable for research as the value of IIR is greater than 0.7 in Table 2. The results also show that each variable has an AVE higher than 0.5, confirming the CV of the scale as it meets the criteria (Fornell & Larcker, 1981, Qazi et al, 2020b.…”

Section: Measurement Modelmentioning

confidence: 78%

Adoption of E-learning System in Higher Education Environments: Evidence from Modified UTAUT Model

Qazi¹,

Raza²,

Khan³

et al. 2021

CMUJASR

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E-Learning has been an exceptional support for learners across the globe. Many people are using electronic media for different purposes. Hence, learners, especially students, can benefit from the electronic system as well. Therefore, the purpose of this study is to examine the adoption level of e-learning systems by using the extended model of UTAUT2. The data was collected using the survey method, and for this purpose, the five-point Likert scale has been used. The statistical techniques applied to the data set were confirmatory factor analysis and partial least square structural equation modeling. The results reveal that performance expectancy, effort expectancy, social influence, facilitating conditions, habit, knowledge acquisition, and knowledge sharing are positively linked with behavioral intention to use e-learning systems except for hedonic motivation. The modified model adds two new predictors: knowledge acquisition and knowledge sharing that influence students' acceptance of e-learning systems. Therefore, it will provide the educationists and policymakers a new insight into whether students are willing to adopt the E-learning system for daily use. Keywords: E-Learning System, Behavioral intention, Knowledge acquisition, Knowledge sharing, Higher education, PLS-SEM

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Do green HR practices enhance green motivation and proactive environmental management maturity in hotel industry?

Cited by 129 publications

References 58 publications

Green Human Resource Management and Environmental Innovativeness

Green Human Resource Management and Environmental Innovativeness

Impact of environmental triggers on students’ behavior to use ride-sharing services: the moderating role of perceived risk

Adoption of E-learning System in Higher Education Environments: Evidence from Modified UTAUT Model

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