The Effect of Green Human Resource Management on Green Organizational Behaviors: Evidence from Egyptian Travel Agencies

Gaafar, Hebatallah Ali; Elzek, Yelha; Al-Romeedy, Bassam Samir

doi:10.46222/ajhtl.19770720.166

Cited by 7 publications

(4 citation statements)

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“…When team members feel comfortable and secure in their work environment, they are more inclined to engage in discussions and share innovative ideas related to environmental conservation. To further support this collaborative atmosphere, BSI can implement systems for rewarding and recognizing team achievements (Gaafar & Al-Romeedy, 2021).…”

Section: Discussionmentioning

confidence: 99%

Analysis of Religiosity, Trust in Leader, and Team Cohesion on Green Organizational Citizenship Behavior Mediated by Green Employee Engagement

Arifin,

Muafi,

Yulianto

et al. 2024

MABIS

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Research aims: This study aims to analyze the impact of religiosity, trust in leaders, and team cohesion on green organizational citizenship behavior (Green OCB) through green employee engagement.Design/methodology/Approach: The study was conducted on 315 employees of Bank Syariah Indonesia using a multiple-stage cluster sampling technique with a purposive sampling method. Data was collected through a validated and reliable questionnaire, and analyzed using the Amos SEM application for hypothesis testing. Research finding: The research shows that religiosity significantly affects green employee engagement (P = 0.000). Trust in the leader, on the other hand, has an insignificant effect on green employee engagement (P = 0.426). Additionally, team cohesion has a significant effect on green employee engagement (P = 0.000). Furthermore, religiosity and team cohesion significantly affect Green OCB, with values of P = 0.002 and P = 0.028, respectively. Trust in the leader was found to have an insignificant effect on Green OCB (P = 0.680). It is important to note that trust in the leader did not significantly affect Green OCB after Z-testing. However, green employee engagement was found to mediate the relationship between religiosity and team cohesion on Green OCB, with values of (P = 0.003) and (P = 0.012), respectively. Theoretical Contribution/originality: This research contributes to the theory regarding the relationship between religiosity and trust in leaders within the context of green employee engagement. However, it indicates that trust in leaders does not appear to influence Green OCB. Instead, the study suggests that religiosity and team cohesion may play a significant role in increasing Green OCB. Additionally, the research underscores the mediating role of green employee engagement in the relationship between religiosity, trust in leaders, team cohesion, and Green OCB, particularly among employees in Islamic banking companies. Practitioners Contribution/implications: This research provides guidance for practitioners in Islamic banking to implement business models, with a particular emphasis on the importance of reliability for employees and leaders. This emphasis stems from its significant impact on the implementation of green management within the company. Research limitation/implications: The research data relies on perceptual measures, which may not fully capture the behavior of all respondents. Future research should consider factors such as the distribution of respondents, the frequency and timing of longitudinal studies, and other relevant variables that can be integrated into the model to provide a more comprehensive understanding.

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Section: Discussionmentioning

confidence: 99%

Analysis of Religiosity, Trust in Leader, and Team Cohesion on Green Organizational Citizenship Behavior Mediated by Green Employee Engagement

Arifin,

Muafi,

Yulianto

et al. 2024

MABIS

View full text Add to dashboard Cite

show abstract

“…To get the findings of these analyses, the statistical package for social science (SPSS V. 24) and (AMOS V. 24) for Windows were used. Secondly, exploratory research examines causality, and is able to reveal relationships between two or more variables (Veal, 2006;Gaafar et al, 2021). Tests used to expose the possible significance of these relationships are as follows: reliability test; descriptive statistics; and path analysis.…”

Section: Discussionmentioning

confidence: 99%

أثر تصمیم مقعد الطیار على السلامة الجویة

سالم¹,

فهمی²,

الرمیدی³

2022

مجلة کلیة السیاحة والفنادق - جامعة مدینة السادات

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The basic aim of this study is to highlight the physical, anthropometric, and biomechanical considerations that should be taken into account in the design of the pilot seat. It also investigates the vital role of the pilot seat design in improving aviation safety. EgyptAir pilots (417 in total) were given a questionnaire survey. The study results found out that the design of the pilot seat affects pilot comfort and safety and, in turn, affects aviation safety. As well, the results concluded that pilot seat design affects positively aviation safety and its three dimensions. The study makes contribution by providing designers with the pilots' feedback, complaints, and suggestions related to the seat design with all its components with the aim of dealing with any design-related issues and handling any pilot-related side effects. This ultimate goal is to improve the seat design and enhance pilot comfort and flight safety.

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“…As such, 334 questionnaires were delivered, and 296 questionnaires were returned. Just 38 surveys were rejected owing to insufficient information and Z-shaped replies (Al-Romeedy & Ozbek, 2022;Gaafar et al, 2021). The sample acquired (n = 296, with an 88.6% response rate) was sufficient using a response-to-item ratio of 1:10 as instructed by Hair et al (2010).…”

Section: Data Gathering Processmentioning

confidence: 99%

Antecedents of Green Innovation in Saudi Travel Agencies: A Dual Mediation Examination

Madkhali

2023

Journal of Association of Arab Universities for Tourism and Hos

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This research investigates the factors influencing green innovation (GIN) within Saudi Arabian travel agencies, with a particular emphasis on the roles of green human resource management (GHRM), green organizational culture (GOC), and green organizational identity (GOI). Using a random sampling method, 296 employees from Saudi travel agencies participated in the study. The findings highlight that GHRM has a significantly positive impact on GIN, GOC, and GOI. Additionally, GOC and GOI were found to significantly and positively influence GIN. Notably, the study reveals that GOC and GOI act as partial mediators in the relationship between GHRM and GIN. These findings hold significant implications for the travel sector, providing valuable insights for policymakers and industry stakeholders. The research underscores the importance of adopting GHRM practices within travel agencies to foster green behaviors, cultivate environmentally conscious workplaces, and align organizational culture and identity with sustainability goals. By doing so, travel agencies can enhance their capacity for GIN, contributing to a more sustainable future. In summary, this study illuminates the interconnectedness of GHRM, GOC, GOI, and GIN within the unique context of Saudi travel agencies. It offers practical recommendations for enhancing eco-innovation capabilities and promoting sustainability in the travel industry. https://jaauth.journals.ekb.eg / outcomes (e.g., innovation, performance, and job satisfaction) by supporting green values and identity (Bahmani et al., 2023). GHRM is a vital and effective tool for creating and developing outstanding GIN that supports the organization's green outcomes, the support for green behaviors among employees, and adherence to pro-environmental behaviors (Shah & Soomro, 2023).GHRM contributes to maximizing the green capabilities of organizations (Awan et al., 2022). Besides, GHRM increases the green behaviors and participation of employees, improving organizations' green reputation and sustainability. Furthermore, GHRM supports GOC through a green work environment, green practices associated with employees, and task performance (Ahakwa et al., 2021). GOC also plays an influential role in promoting GIN for employees (Khammadee & Ninaroon, 2022).By changing the organization's and its employees' beliefs, practices, and attitudes toward environmental preservation, GHRM adoption aids organizations in fostering a culture of becoming green (Aggarwal & Agarwala, 2022). GHRM supports the organization's capabilities to develop the expertise and awareness of employees who appreciate and understand how to achieve organizational sustainability (Muisyo & Qin, 2021). Sobaih et al. (2020) argue that there needs to be more evidence of the GHRM-GIN linkage in the tourism context. However, organizations are increasingly interested in GIN to preserve the environment. This innovation creates environmental support for organizations.Recently, the various impacts of GHRM on GOC (Aggarwal & Agarwala, 2022), GOI (Liu et al., 2021...

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The Effect of Green Human Resource Management on Green Organizational Behaviors: Evidence from Egyptian Travel Agencies

Cited by 7 publications

References 0 publications

Analysis of Religiosity, Trust in Leader, and Team Cohesion on Green Organizational Citizenship Behavior Mediated by Green Employee Engagement

Analysis of Religiosity, Trust in Leader, and Team Cohesion on Green Organizational Citizenship Behavior Mediated by Green Employee Engagement

أثر تصمیم مقعد الطیار على السلامة الجویة

Antecedents of Green Innovation in Saudi Travel Agencies: A Dual Mediation Examination

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