Employee green performance of job: a systematic attempt towards measurement

Arulrajah, A. Anton; Opatha, H.H.D.N.P.; Nawaratne, N. N. J.

doi:10.4038/sljhrm.v6i1.5631

Cited by 35 publications

(33 citation statements)

References 76 publications

(113 reference statements)

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“…The most significant and vital criterion for green airports are green policies and regulations. The principle of employee green job performance is applicable and measurable to all workers of a company of their work or work background [98]. Hence, determination of the green assessment criteria the most significant component is output and its significance weights In making a performance appraisal tool [99].…”

Section: Green Performance Evaluation Sustainable Performance and Ocbementioning

confidence: 99%

Corporate Social Responsibility, Green Human Resources Management, and Sustainable Performance: Is Organizational Citizenship Behavior towards Environment the Missing Link?

et al. 2021

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The manufacturing sector is one of the major sources contributing towards economies as well as environmental pollution. Contributing to the theory of ability motivation opportunity theory, the aim of the current study was to investigate the mediating role of organizational citizenship behavior towards the environment on the relationship between green human resources management (green recruitment and selection, green training, green rewards, and green performance evaluation), corporate social responsibility, and sustainable performance (economic, social, and environmental performance). The quantitative survey research design was used in the current study and structured questionnaires were distributed for the collection of data. The cross-sectional data were collected from 150 firms. Sample of the study was consisted of HRM managers, directors. Total 200 questionnaires were distributed but 150 completed responses were received and analyzed. A structured questionnaire was used. For data analysis, smart partial least square structural equation modeling (PLS-SEM) was used. The measurement model and the structural model were developed and tested in the study. The measurement model aim was to investigate and establish reliabilities and validities of the instrument while to test hypotheses structural model was formulated/developed. Results revealed that the instrument was found reliable and valid; the instrument has met all standard criteria for average variance extracted, composite/construct reliability factor loadings, and alpha values. While structural models illustrated that all hypotheses are accepted. It is concluded from the results that organizational citizenship behavior towards the environment significantly mediated the relationship between corporate social responsibility and green human resource management practices. This implies that organizational citizenship behavior towards environment significantly effects sustainable performance. The originality of the current study lies in highlighting corporate social responsibility, green human resources management practices to enhance sustainable performance through organizational citizenship behavior towards environment.

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Section: Green Performance Evaluation Sustainable Performance and Ocbementioning

confidence: 99%

Corporate Social Responsibility, Green Human Resources Management, and Sustainable Performance: Is Organizational Citizenship Behavior towards Environment the Missing Link?

et al. 2021

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“…Organizations take certain initiatives such as Environmental Management System (EMS), Cleaner Product (CP), designing and implementing environmental strategies and programme to reduce the negative impact of the organizations (Arulrajah, Opatha, & Nawaratne, 2016). Further, organizations implement several green practices such as green human resource management (green HRM) practices (Ahmad, 2015), green marketing (Peattie, 1992), green accounting (Owen, 1992) and green management (McDonagh & Prothero, 1997) to reduce the ecological footprint.…”

Section: Introductionmentioning

confidence: 99%

The Mediating Effect of Environmental Attitude of Employee in the Relationship between Environmental Training and Environmental Orientation of Organization

Thevanes¹,

A²

2017

JHRMLS

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This paper aims to examine the relationships among environmental training, environmental attitude of employee and environmental orientation of organization and the mediating effect of environmental attitude of employee in the relationship between environmental training and environmental orientation of organization. In order to achieve the study objectives, primary data were collected from 108 employees of selected leading apparel company which is operating in Batticaloa and Polonnnaruwa areas of Sri Lanka. The simple mediation analysis was used to test the research model. Findings of the study revealed that, there are positive and significant relationships exist among the study variables. Moreover, empirical finding of the study indicated that environmental attitude of employee does not mediate with the relationship between environmental training and environmental orientation of organization. The empirical finding of the study contradicted with what was hypothesized in the study. Hence, further empirical studies should be carried out to test the theoretical argument (mediating effect) of this study.

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“…Tapamoy (2008) said that the need for green performance appraisal arises when an organization wants to check its own ability to achieve sustainable objectives. Arulrajah et al (2016) opined that improving the green environmental aspect of the firm's green performance plays a crucial part. Green performance eliminates the entire non-green element and enhances the green impact of the organizational environment.…”

Section: Green Performance Appraisalmentioning

confidence: 99%

“…The organizations that bring the green practicing concepts into their daily business activities and linked them to eco-friendly management are more successful and sustainable than the non-green organizations. The use of green HRM practices could result in more outstanding competencies, lower costs, and better employee engagement in the organization and bring more eco-friendly practices that can benefit the organization and society (Arulrajah, Opatha, & Nawaratne, 2016). Renwick, Redman, and Maguire (2013) define the Green HRM as one of the most essential and crucial elements of an organization to reach sustainability.…”

Section: Introduction 1green Human Resource Managementmentioning

confidence: 99%

Impact of Green Human Resources Management Practices on Organizational Sustainability and Employee Retention: An Empirical Study Related to Educational Institutions

Jam

Jamal

2020

iRASD J. Manag.

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This study aims to find the impact of green HRM practices on organizational sustainability and employee retention of the educational institutions of the South Punjab, Pakistan. Green HRM practices involve all the management techniques, practices, and procedures to use the organizational resources to bring sustainability for organizations and the environment. This research work is conducted in South Punjab, Pakistan, to see whether south Punjab's educational institutions practice green HRM in their daily activities. Data is collected from South Punjab educational institutions, institutions such as schools, colleges, and universities to serve the purpose. The respondents are the H.R. manager, heads of the educational institutions, and data collected by contrasting the 150 educational institutions of south Punjab chosen randomly. The overall findings state that green HRM practices significantly impact the organizational sustainability and employee retention of South Punjab's educational institutions. The research is limited due to time constraints, financial constraints, and limited data availability. The results of this research study may not generalize to another province of Pakistan as the study is conducted only in the context of South Punjab.

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Employee green performance of job: a systematic attempt towards measurement

Abstract: Though there is a growing interest among academicians and practitioners in respect of

Cited by 35 publications

References 76 publications

Corporate Social Responsibility, Green Human Resources Management, and Sustainable Performance: Is Organizational Citizenship Behavior towards Environment the Missing Link?

Corporate Social Responsibility, Green Human Resources Management, and Sustainable Performance: Is Organizational Citizenship Behavior towards Environment the Missing Link?

The Mediating Effect of Environmental Attitude of Employee in the Relationship between Environmental Training and Environmental Orientation of Organization

Impact of Green Human Resources Management Practices on Organizational Sustainability and Employee Retention: An Empirical Study Related to Educational Institutions

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