Linking Green Human Resource Practices and Sustainable Performance: The Mediating Role of Job Satisfaction and Green Motivation

Abdelhamied, Hany Hosny Sayed; Elbaz, Ahmed Mohamed; Al-Romeedy, Bassam Samir; Amer, Tamer Mohamed

doi:10.3390/su15064835

Cited by 19 publications

(13 citation statements)

References 70 publications

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“…Moreover, job satisfaction emerged as a significant mediator in the relationship between employee wellbeing and sustainability, highlighting its synergistic effect in amplifying the positive impact of employee well-being on sustainable practices. These findings resonate with prior research emphasizing the interconnectedness of employee wellbeing, job satisfaction, and organizational sustainability ( (Bai et al, 2023;Asfahani, Alsobahi, & Dahlan, 2023), further strengthening the theoretical underpinnings of this study. The present study carries considerable weight for the Sri Lankan wellness tourism industry and beyond.…”

Section: Discussionsupporting

confidence: 90%

Employee Wellbeing and Wellness Tourism Sustainability in Sri Lanka: The Mediating Role of Job Satisfaction

Munasinghe,

Prabuddha,

Dangalla

et al. 2024

gengpi

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This study investigates the relationship between employee wellbeing and wellness tourism sustainability in Sri Lanka, and examines the mediating role of job satisfaction in this relationship. It aims to bridge the gap between theory and practice by exploring the complex dynamics shaping the future of the wellness tourism industry. The study adopts a quantitative research design, using online surveys to collect data from 394 employees working in the Sri Lankan wellness tourism industry using simple random sampling technique. The survey measures employee wellbeing, job satisfaction, and perceptions of wellness tourism sustainability using validated scales. The data is analyzed using partial least squares structural equation modeling (PLS-SEM) and mediation analysis. Furthermore, the results support the hypotheses that employee wellbeing positively affects wellness tourism sustainability, both directly and indirectly through job satisfaction. The findings suggest that job satisfaction partially mediates the relationship between employee wellbeing and wellness tourism sustainability, implying that employee wellbeing not only directly contributes to sustainability but also indirectly enhances it by fostering greater job satisfaction among employees. Moreover, this study provides valuable insights for industry stakeholders, policymakers, and academicians to develop and implement strategies that promote both employee wellbeing and sustainable practices within the Sri Lankan wellness tourism industry. The study also contributes to the growing body of knowledge on employee wellbeing in the tourism sector, particularly within developing countries. By prioritizing employee wellbeing, the industry can improve work-life balance, attract and retain talent, and ultimately deliver authentic and enriching experiences for tourists, contributing to Sri Lanka's economic and social prosperity.

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Section: Discussionsupporting

confidence: 90%

Employee Wellbeing and Wellness Tourism Sustainability in Sri Lanka: The Mediating Role of Job Satisfaction

Munasinghe,

Prabuddha,

Dangalla

et al. 2024

gengpi

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“…It is via the adoption of socially responsible values that positive attitudes, including job satisfaction, amongst employees are stimulated (Cahyadi et al, 2022;Freire & Pieta, 2022;Tortia et al, 2022). Specifically, sustainable recruitment and selection ensure that employees share the sustainability values of the organization (Abdelhamied et al, 2023). Training creates job satisfaction by establishing a bond between the employee and the organization and encouraging sustainable employee behavior (Cho & Choi, 2021).…”

Section: Sustainable Hrm Practices and Job Satisfactionmentioning

confidence: 99%

“…Training creates job satisfaction by establishing a bond between the employee and the organization and encouraging sustainable employee behavior (Cho & Choi, 2021). Performance appraisal motivates employees to contribute more actively to sustainability goals of the organization (Abdelhamied et al, 2023). Fair compensation is seen as an ideal job condition and thus promotes job satisfaction (Cho & Choi, 2021).…”

Section: Sustainable Hrm Practices and Job Satisfactionmentioning

confidence: 99%

“…Although many studies explain an overall relationship between sustainable HRM practices and job satisfaction (Abdelhamied et al, 2023;Cahyadi et al, 2022;Cho & Choi, 2021), the role of cultural context in this relationship has been largely ignored. This is problematic given prior research shows that cultural aspects shape the work context and employee perceptions of work (Hofstede, 2001;Taras, Kirkman & Steel, 2010;Chua, Wong & Koestner, 2014;Adamovic, 2022) as well as satisfaction specifically (Souza-Poza & Souza-Poza, 2000;Aycan & Gelfand, 2012;Andreassi et al, 2014;Gu et al, 2022).…”

Section: The Moderating Role Of Cultural Dimension Individualismcolle...mentioning

confidence: 99%

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Sustainable human resource management and job satisfaction—Unlocking the power of organizational identification: A cross‐cultural perspective from 54 countries

Wojtczuk‐Turek,

Turek,

Edgar

et al. 2024

Corp Soc Responsibility Env

Self Cite

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Sustainable human resource management is gaining importance in organizations due to its role in developing a sustainable work environment and well‐being. This paper discusses the relationship between employee perceptions of sustainable human resource management and job satisfaction in 54 countries. We propose that sustainable HRM is positively associated with job satisfaction but that this relationship is moderated by employees' identification with the organization and country‐level individualism–collectivism. Thus, we suggest national culture functions as a second‐level moderator of the relationship of sustainable HRM with organizational identification on job satisfaction. Findings from the multi‐level analyses using data from 14,502 employees nested within 54 countries provided support for our hypotheses, namely that employee perceptions of sustainable HRM were positively associated with job satisfaction and that this relationship was more pronounced for employees with lower levels compared to higher levels of organizational identification in individualistic rather than collectivistic countries. These findings bear important implications for both theory and practice.

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“…The sample size of the population was determined for a given population to become representative and ensure that results can be generalized to the whole population (Khairat & Al-Romeedy, 2016). The questionnaires were distributed electronically and hard copy to random sample of employees in Luxor and Aswan hotels by the researcher (Abdelhamied et al, 2023;Abdelhamid, 2017). Each questionnaire was attached to a covering letter indicating the purpose of the study and the importance of the participant's involvement .…”

Section: Sample Size and Data Collectionmentioning

confidence: 99%

Evaluating Risk Management at Luxor and Aswan Hotels during the Covid-19

Ibrahim¹,

Morsy²,

Sayed³

et al. 2022

International Journal of Heritage, Tourism and Hospitality

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This study aimed to evaluate the risk management practices at Luxor and Aswan hotels. To achieve the objective of the study; the quantitative method was used as 412 questionnaires were distributed to a sample of five stars hotel workers in Luxor and Aswan. Only 342 questionnaires were analyzed using the SPSS program v.26. The results of the study highlighted that there is no statistically significant differences in the responses of the sample members to the variables of risk management, risk identification, risk assessment, risk mitigation, and risk management procedures due to demographic variables (gender, age, educational level, work experience). As well, the results indicated that there is a high level of risk identification risk assessment, risk mitigation, and risk management procedures in Luxor and Aswan hotels. In the light of these results, we recommended that forming a permanent teamwork to analyze the work environment, anticipate and analyze what hotels may face from risks and crises (political, health, financial, operational...etc), and develop mechanisms to deal with those risks, in order to enhance the hotels' ability to face any future risks may affect its performance.

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Linking Green Human Resource Practices and Sustainable Performance: The Mediating Role of Job Satisfaction and Green Motivation

Cited by 19 publications

References 70 publications

Employee Wellbeing and Wellness Tourism Sustainability in Sri Lanka: The Mediating Role of Job Satisfaction

Employee Wellbeing and Wellness Tourism Sustainability in Sri Lanka: The Mediating Role of Job Satisfaction

Sustainable human resource management and job satisfaction—Unlocking the power of organizational identification: A cross‐cultural perspective from 54 countries

Evaluating Risk Management at Luxor and Aswan Hotels during the Covid-19

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