The effects of employee training on the relationship between environmental attitude and firms' performance in sustainable development

Li, Ji; Huang, Jun; Liu, Zhiqiang; Hong, Zhu; Cai, Zhenyao

doi:10.1080/09585192.2011.637072

Cited by 96 publications

(73 citation statements)

References 30 publications

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“…Our research suggested that, when an organization decided to reduce its negative environmental impact and enhance the positive environmental impact, it needs to seriously consider more about providing appropriate environmental training to the organization's employees to reach its environmental goals. This finding consistent with previous studies which suggested environmental training contributes to enhance the environmental orientation of organization (Fernandez et al, 2003;Perron et al, 2006;Ji, Huang, Liu, Zhu, &Cai, 2012).…”

Section: Discussionsupporting

confidence: 83%

“…Therefore, the company wants to consider more about providing the environmental training to top level, middle level and low level of employees to promote their positive environmental attitude. This finding is consistent with previous research that indicated environmental training can increase the environmental attitude of employee (Ji et al, 2012;Daily et al, 2012). The findings also serve as empirical evidence for various conceptual and theoretical studies on the subject (Jabbour & Santos, 2008;Renwick et al, 2013;Opatha & Arulrajah, 2014;Ahmad, 2015).…”

Section: Discussionsupporting

confidence: 81%

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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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Section: Discussionsupporting

confidence: 83%

Section: Discussionsupporting

confidence: 81%

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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“…Human resource management practices (i.e., employee training and development), which are part of a firm's human capital, affect firm performance generally (Huselid, ; Subramony, ) and environmental performance specifically (Ji, Huang, Liu, Zhu, & Cai, ). The strategic perspective of human resource management emphasizes the effect of human resource practices on human capital development (Wright & McMahan, ).…”

Section: Related Literaturementioning

confidence: 99%

Family ownership and environmental performance: The mediation effect of human resource practices

et al. 2020

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Previous literature has found that listed family firms underperform their nonfamily counterparts in terms of environmental performance, but has not explained why this occurs. We address this research gap by hypothesizing that training and development practices (i.e., managerial practices devoted to providing training and development for the workforce) mediate the relationship between family blockholders and environmental performance. Using a sample of 33,901 firm‐year observations from 2002 to 2016 distributed across 56 countries and employing the structural equation model technique, we find that investment in training and development practices explains almost half of the negative relationship between family blockholders and environmental performance. Our study contributes to the agency theory debate on principal–principal problems by explaining why family blockholders could damage other blockholders and minority shareholders.

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“…Company visits to organizations that have already implemented sustainability practices can also be beneficial (Haugh and Talwar, 2010), as well as encouraging employees to volunteer in relevant organizations (Hess et al, 2002). Training in these areas also has positive impacts on the organization and often improves its performance ( Ji et al, 2012;Tan and Lim, 2012;Collier et al, 2011).…”

Section: Introductionmentioning

confidence: 99%

Human resource performance metrics: methods and processes that demonstrate you care

Boyd

Gessner

2013

Cross Cultural Management: An International Journal

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The purpose of the present analysis is to show that HR systems are not always designed in ways that consider the well-being of employees. In particular, performance metric methods seem to be designed with organizational goals in mind while focusing less on what employees need and desire. Design/methodology/approach -A literature review and multiple case-study method was utilized.Findings -The analysis showed that performance metrics should be revaluated by executives and HR professionals if they seek to develop socially responsible organizational cultures which care about the well-being of employees. Originality/value -The paper exposes the fact that performance appraisal techniques can be rooted in methodologies that ignore or deemphasize the value of employee well-being. The analysis provides a context in which all HR practices can be questioned in relation to meeting the standards of a social justice agenda in the area of corporate social responsibility.

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The effects of employee training on the relationship between environmental attitude and firms' performance in sustainable development

Cited by 96 publications

References 30 publications

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

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

Family ownership and environmental performance: The mediation effect of human resource practices

Human resource performance metrics: methods and processes that demonstrate you care

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