The laws of attraction: Role of green human resources, culture and environmental performance in the hospitality sector

Umrani, Waheed Ali; Channa, Nisar Ahmed; Ahmed, Umair; Syed, Jawad; Pahi, Munwar Hussain; Ramayah, T.

doi:10.1016/j.ijhm.2022.103222

Cited by 45 publications

(52 citation statements)

References 88 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…"Organizational attractiveness" (OA) is the extent to which a worker perceives that a firm is desirable to work in and be associated with (Guillot-Soulez et al, 2022). Being attractive to potential applicants improves a firm's ability to compete both globally and locally (Umrani et al, 2022); this ability is likely to offer a competitive advantage to the firm as it enlarges its applicant bank, thus enhancing its ability to seek potential applicants (Chaudhary, 2021). OA is an area of growing interest to academics and practitioners (Younis and Hammad, 2021) given the substantial costs of selecting, training, and retaining applicants given the downward trend in employee length of tenure, requiring constant hiring.…”

Section: Introductionmentioning

confidence: 99%

“…Knowing that their companies are socially responsible makes employees more happy and productive. Although employees prefer to work in firms that support society, it has been argued that there is a gap in the understanding of how GHRM activities influence OA (Umrani et al, 2022).…”

Section: Introductionmentioning

confidence: 99%

“…OA is typically important to the hospitality sector, given the acute talent shortage and motivation for green culture (Martinez-Martinez et al, 2019;Irani et al, 2022;Umrani et al, 2022). Even though studies have highlighted that this sector has striven to boost its environmental activities (Franco, 2021;Darvishmotevali and Altinay, 2022;Muisyo et al, 2022), a significant gap still exists.…”

Section: Introductionmentioning

confidence: 99%

“…A few studies have hinted that GHRM practices play a critical role in improving OR as an attractive employer (Afum et al, 2021;Chaudhary, 2021). Umrani et al (2022) further argue that a firm's success in enhancing its attractiveness is based on its OR and environmental performance. Therefore, we propose a need to understand direct and indirect relationships and suggest OR as a mediating mechanism in the relationship between GHRM and OA.…”

Section: Introductionmentioning

confidence: 99%

“…Based on the above objective, this research will contribute in many ways, although the relationship between human resource management and OA has received substantial attention (Guerci et al, 2016). To the best of our knowledge, except for Umrani et al (2022), no one has examined the relationship between GHRM practices and OA. Therefore, this research explores the effects of GHRM on OR and OA in the context of the hospitality sector.…”

Section: Introductionmentioning

confidence: 99%

See 4 more Smart Citations

Impact of green human resource management on organizational reputation and attractiveness: The mediated-moderated model

Merlin

Chen

2022

Front. Environ. Sci.

View full text Add to dashboard Cite

There is increasing global concern for environmental sustainability, with firms being monitored by different stakeholders: customers, government, suppliers, and current and potential employees. This research aims to explore the impacts of green human resource management (GHRM) on organizational reputation (OR) and organizational attractiveness (OA). The conceptual model of the study is derived from social identity theory. A close-ended questionnaire was administered to collect data through a web-based survey link which was shared with 331 employees in a Democratic Republic of Congo hospitality organization. A partial least-square structural equation modeling approach was employed to run data analysis through SmartPLS 3.0 software. The findings of the study reflect that all of the hypotheses were supported. In particular, GHRM has a strong influence on both OR and OA. An OR of green culture and personal environmental orientation strongly affected OA, while it positively and significantly mediated the relationship between GHRM and OA. Personal environmental orientation significantly moderated the link between GHRM and OA. We could find no support for a positive moderating effect of green culture on the connection between GHRM and OA. This study enhanced the scope of social identity theory by proposing that OA can be improved by GHRM, OR, green culture, and personal environmental orientation. In addition, this research suggests that managers in the hospitality sector must incorporate green practices, promote green behavior and initiative, and increase environmental awareness so that employees feel pride in being part of the organization and are attracted to it.

show abstract

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

See 3 more Smart Citations

Impact of green human resource management on organizational reputation and attractiveness: The mediated-moderated model

Merlin

Chen

2022

Front. Environ. Sci.

View full text Add to dashboard Cite

show abstract

Does business commitment to sustainability increase job seekers' perceptions of organisational attractiveness? The role of organisational prestige and cultural masculinity

2023

View full text Add to dashboard Cite

This study analyses how recruiting messages showing commitment to sustainability influence job seekers' perceptions of organisational attractiveness. To address a call from prior research, we propose that organisational prestige mediates the positive relationship between commitment to sustainability and attractiveness. As job seekers from different cultures can have different responses to companies' information, the moderating role of the masculinity dimension of national culture is also examined. In a study of 412 job seekers from four different countries, experimental manipulation was used to assess perceptions of different recruiting messages containing information on business sustainability. Results support the proposed relationships. Theoretical and practical contributions include the integration of signalling and social identity theories to considering a wide variety of mechanisms which show how individuals are attracted to organisations and useful information for helping managers to recruit young talent. Using a sample of young part‐time job seekers is a limitation of this work.

show abstract

Senior management's sustainability commitment and environmental performance: Revealing the role of green human resource management practices

Qalati,

Siddiqui,

Magni

2024

Bus Strat Env

View full text Add to dashboard Cite

The significance of firm environmental performance (FEP) has been recognized by academic experts. Nevertheless, a comprehensive exploration of the driving factors behind it remains lacking. In order to bridge this gap, this study employs the perspective of the Triple Bottom Line theory and explores the influence of senior management sustainability commitment (SMSC) and green human resource management practices (GHRMP) on FEP. Furthermore, the study explores the direct and mediating role of GHRMP on the SMSC–FEP relationship. The moderation role of environmental knowledge and green organizational culture was also explored. A questionnaire with closed‐ended questions was sent online to 321 manufacturing companies, followed by analysis using SmartPLS 4.0. The results of this study indicate that SMSC has a significant influence on both GHRMP and FEP. Elucidation is provided in the discourse relating to the theoretical and practical contribution. Additionally, the limitations and potential for further inquiry are specified.

show abstract

The laws of attraction: Role of green human resources, culture and environmental performance in the hospitality sector

Cited by 45 publications

References 88 publications

Impact of green human resource management on organizational reputation and attractiveness: The mediated-moderated model

Impact of green human resource management on organizational reputation and attractiveness: The mediated-moderated model

Does business commitment to sustainability increase job seekers' perceptions of organisational attractiveness? The role of organisational prestige and cultural masculinity

Senior management's sustainability commitment and environmental performance: Revealing the role of green human resource management practices

Contact Info

Product

Resources

About