Top management green commitment and green intellectual capital as enablers of hotel environmental performance: The mediating role of green human resource management

Impact of Green HRM Practices on Environmental Performance: The Mediating Role of Green Innovation

“…A 3-item scale was adopted to determine the green compensation and reward ( Haldorai et al, 2022 ). Sample items include “Employees are rewarded for making suggestions for improvement on environmental programs” and “Employees who have achieved or surpassed their environmental goals are rewarded with bonus pay or other monetary awards.”…”

“…A 3-item scale was adopted to determine the green performance and appraisal ( Haldorai et al, 2022 ). Sample items include “Environmental goals and objectives are implemented in this organization for all employees” and “Contributions to environmental management are assessed.”…”

“…A 5-item scale was adopted to determine green training and development ( Haldorai et al, 2022 ). Sample items include “This organization offers ecological training for all employees” and “In this organization, environmental training is a priority.”…”

“…A 4-item scale was adopted to determine green recruitment and selection ( Haldorai et al, 2022 ). Sample items include “This organization is very particular about mainly recruiting and selecting employees with environmental concerns, knowledge, and attitude” and “In the recruitment process, our organization focuses on applicants with environmental insights, attitude, and concerns.”…”

The Role of Green Human Resource Management Practices towards Attaining Sustainable Development Goals through Corporate Sector

“…In an organizational or business context, various as environmental-sustainability practices e.g., energy-efficiency, water-conservation, waste-management, green technologies, recycle/reuse, ecofriendly packaging, etc., have been studied by authors (Jang, 2020;Sendawula et al, 2020;Yacob et al, 2018). Multiple studies have established that GHRMPs have facilitated the accomplishment of environmental-performance or environmental-sustainability across the diverse wings of the corporate sector around the globe including: the Pakistani textile sector (Amjad et al, 2021), Palestinian healthcare organizations (Mousa & Othman, 2020), Malaysian research universities (Anwar et al, 2020), Pakistani manufacturing firms (Malik et al, 2020;Mansoor et al, 2021), Pakistani healthcare organizations (Martins et al, 2021), Chinese manufacturing firms (Naz et al, 2021;Roscoe et al, 2018), Brazilian chemical-sector companies (Silva et al, 2019), Qatari oil and gas industry (Obeidat et al, 2018), Malaysian IT companies (Ojo et al, 2020), Malaysian hotels industry (Nisar et al, 2021: Shafaei et al, 2020Yusoff et al, 2018), Egyptian tourist agencies (Elshaer et al, 2021), Malaysian manufacturing firms (Khan et al, 2021;Yong et al, 2019), and Manila hospitality-industry (Haldorai et al, 2022), and thus played a pivotal role in enabling the corporate sector to contribute its share in attaining SDGs 12 and 13. SDG 12 "sustainable production and consumption" intends to detach environmental deprivation with economic evolution, which is possible through a transition towards more sustainable outlines, such switch involves national public policies that produce favorable infrastructures and markets, and a modification of business operations along with the value-chains worldwide (United Nations, 2018), relatedly, SDG 13 intends to "take urgent action to combat climate change and its impact" e.g., reducing carbon dioxide (CO₂) and greenhouse gases emissions, building education and capacity for SGD adoption, adopting mitigation actions, etc.…”