Going green and sustainable: The influence of green HR practices on the organizational rationale for sustainability

Jerónimo, Helena Mateus; Henriques, Paulo Lopes; Lacerda, Teresa Correia de; Silva, Filipa Pires da; Vieira, Pedro Rino

doi:10.1016/j.jbusres.2019.11.036

Cited by 125 publications

(74 citation statements)

References 63 publications

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“…Human resources (HR) is the most important part in an organization (Jerónimo et al, 2019). Human resources are needed as a driving factor for other components contained in an organization, without the role of human resources organizational activities can not be carried out properly and regularly (Saggaf et al, 2014;Salam, 2015;Shah et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

Position Promotion and Employee Performance in The Regional Secretariat of Makassar City

2020

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The research aims to find out how the influence of job promotions on employee performance in the Makassar City Regional Secretariat by using quantitative methods. Determination of the sample in the study using the slovin formula as many as 73 employees with a simple random sampling technique. Data collection techniques using observation, questionnaires and documentation. The data analysis technique used is simple linear regression and t test. The results showed that: (1) The level of promotion in the Makassar City Regional Secretariat was in the good category following the operational standard procedures in accordance with Law No. 5 of 2014 and its derivative rules, (2) the level of performance of employees in the Makassar City Regional Secretariat is in the very high category, and (3) the t-test shows that H0 is rejected and H1 is accepted, which means that promotion is a positive and significant effect on employee performance in the Makassar City Regional Secretariat shown by the equation Ý = 11.614 + 0.711X. Basically employees have the desire to experience promotions will tend to have good performance, if achieved or not the performance targets are used as a basis for assessment in the promotion of positions in addition to loyalty, education level and work experience. Leaders must pay more attention to the promotion of positions to employees who are able to maintain high performance, the promotion of the right position as needed will have a positive influence on improving employee performance

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Section: Introductionmentioning

confidence: 99%

Position Promotion and Employee Performance in The Regional Secretariat of Makassar City

2020

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“…It can even be stated that, although the hotel aims to become a green hotel, its management has failed to develop a green psychological climate [3]. Jerónimo et al [84] have noted that employees become prone to engage in environmental protection activities when they have a positive perception of the company's concern in reducing the negative impact on the environment. As such, it is recommended that the hotel management team create a green climate and make employees aware of the company's vision regarding the environmental performance they want to achieve, as employees tend to follow the directions given by their superiors.…”

Section: Discussion Conclusion and Implicationsmentioning

confidence: 99%

“…Environmental leaders can strengthen employees' internal motivation by bringing the company's environmental values and goals closer to them [83]. Jerónimo et al [84] have concluded that employees are prone to engage in activities relevant to environmental protection if their perception of the company's involvement and importance to environmental activities is positive, in other words, if given the opportunity. This aspect is explained by the same authors: if colleagues or superiors show environmentally responsible behavior, individuals are prone to follow this pattern of behavior.…”

Section: Literature Review Of the Variables That Influence Egb: A Theoretical Framework For Using Amo Theorymentioning

confidence: 99%

“…Jerónimo et al [84] have noted that employees become prone to engage in environmental protection activities when they have a positive perception of the company's concern in reducing the negative impact on the environment. Based on this idea, the purpose of the questions was to analyze whether hotel employees perceive the work environment as being likely to encourage environmentally concerned behavior in general and resource consumption in particular.…”

Section: Identifying Employees' Perceptions Of the Involvement Of The Management Team In Forming An Organizational Culture Of Saving Resomentioning

confidence: 99%

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An Approach to Applying the Ability-Motivation-Opportunity Theory to Identify the Driving Factors of Green Employee Behavior in the Hotel Industry

Sibian

Ispas

2021

Sustainability

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In the context of climate change and all other harmful effects of pollution, companies should improve their environmental performances. As part of their strategies, companies should explore the consequences of their environmental practices from the perspective of internal stakeholders and must be more attentive to employee environmental behavior. This study’s purpose was to identify the motives that encourage the employees of a green hotel to adopt pro-environmental behaviors. Qualitative research was conducted using semi-structured interviews among three-star hotel employees from Brașov, Romania. This research uses the ability-motivation-opportunity (AMO) theory that could lead to a better understanding of employee green behavior. Data analysis revealed that less than half of the respondents have a proper understanding of the concept of environment and only a third of them are aware of the harmful effects caused by people, both at work and at home. Moreover, most of the respondents know little of the measures implemented by the hotel in order to reduce resource consumption, the extrinsic motivation being dominant. Consequently, the results lead to the recommendation that the hotel managerial team should invest in the employees’ training and motivation, creating a corporate environment and a proper organizational culture to develop green behaviors among the employees. The results of this study should be a starting point for those hotels, which face the challenge of involving their employees in the process of greening their activity.

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“…The study is useful for researchers and practitioners who seek to understand employees' perception about the value and priority their organisations given to sustainability" [18]. Therefore, correlation, if any, needs to identify whether association of managerial priorities of both performance and age with green hiring and training opens a possibility to soften stress level for older employees before they retire.…”

Section: Strategic Focus On the Sustainability Of Generationsmentioning

confidence: 99%

Impact of Age Management on Sustainability in Czech Organisations

et al. 2020

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Age management is becoming an increasingly important part of strategic human resources management practices and can ultimately lead to a competitive advantage. Research results confirmed that a strategic focus on the efficient use of all age categories of employees yields retention, the successful achievement of organisation goals, development, and, ultimately, a competitive advantage. The aim of this article is to identify and evaluate approaches to age management practices in organisations in 1271 organisations in the Czech Republic. Quantitative research was carried out in selected organisations operating over a three-year period. Data was gathered from these organisations and evaluated using descriptive and multidimensional statistics. The results show that those organisations focusing on the application of age management practices achieved a competitive advantage regardless of size or sector of the organisation. Statistical analysis (χ2 test, Cramer’s V, factor analysis) on survey data shows that many of these organisations achieved significant perceived benefits from the application of age management. The approach to age management application varies in organisations depending on whether it is an internal branding of an employer or response to a crisis. Organisations either use of best practices to implement age management or it is a carefully planned process in advance. Follow-up research can focus on the use of age management in crisis management or employer branding. This study is a non-experimental quantitative correlation analysis utilising longitudinal empirical data.

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Going green and sustainable: The influence of green HR practices on the organizational rationale for sustainability

Cited by 125 publications

References 63 publications

Position Promotion and Employee Performance in The Regional Secretariat of Makassar City

Position Promotion and Employee Performance in The Regional Secretariat of Makassar City

An Approach to Applying the Ability-Motivation-Opportunity Theory to Identify the Driving Factors of Green Employee Behavior in the Hotel Industry

Impact of Age Management on Sustainability in Czech Organisations

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