Greening human resource management and employee commitment toward the environment: An interaction model

Kód výsledku v IS VaVaI

<a href="https://www.isvavai.cz/riv?ss=detail&h=RIV%2F70883521%3A28120%2F19%3A63522616" target="_blank" >RIV/70883521:28120/19:63522616 - isvavai.cz</a>

Výsledek na webu

<a href="https://journals.vgtu.lt/index.php/JBEM/article/view/9659" target="_blank" >https://journals.vgtu.lt/index.php/JBEM/article/view/9659</a>

DOI - Digital Object Identifier

<a href="http://dx.doi.org/10.3846/jbem.2019.9659" target="_blank" >10.3846/jbem.2019.9659</a>

Jazyk výsledku

angličtina

Název v původním jazyce

Greening human resource management and employee commitment toward the environment: An interaction model

Popis výsledku v původním jazyce

In response to a greater environmental awareness, organizations are concerned more and more about the “greening” human resource management (GHRM). Although the literature on GHRM has been extending, published studies have paid little attention to the research of GHRM and its contribution to employee commitment towards the environment, especially the interactions of GHRM practices, so far. Tus, to bridge this research gap, this study extends the Ability-Motivation-Opportunity and the Social exchange theories in the green context by investigating a new conceptual framework, which explores the indirect and interactive effects of GHRM practices (training, reward, and organizational culture) on employee environmental commitment. A quantitative study is conducted through a survey involving 209 respondents. Findings suggest that: (1) three GHRM practices are important tools in stimulating directly employees to commit to the environmental activities, (2) a two-way interaction of green training and green organizational culture can unlock employee commitment for the environment, especially at the high and average levels of green organizational culture, (3) the commitment is also increased significantly through a three-way interaction, the two strongest effects are recognized with the conditions of high-green organizational culture and the average- and high-green reward, whereas (4) the interacting between green training and green reward is an unimportant factor in encouraging employee environmental attachment.

Název v anglickém jazyce

Greening human resource management and employee commitment toward the environment: An interaction model

Popis výsledku anglicky

In response to a greater environmental awareness, organizations are concerned more and more about the “greening” human resource management (GHRM). Although the literature on GHRM has been extending, published studies have paid little attention to the research of GHRM and its contribution to employee commitment towards the environment, especially the interactions of GHRM practices, so far. Tus, to bridge this research gap, this study extends the Ability-Motivation-Opportunity and the Social exchange theories in the green context by investigating a new conceptual framework, which explores the indirect and interactive effects of GHRM practices (training, reward, and organizational culture) on employee environmental commitment. A quantitative study is conducted through a survey involving 209 respondents. Findings suggest that: (1) three GHRM practices are important tools in stimulating directly employees to commit to the environmental activities, (2) a two-way interaction of green training and green organizational culture can unlock employee commitment for the environment, especially at the high and average levels of green organizational culture, (3) the commitment is also increased significantly through a three-way interaction, the two strongest effects are recognized with the conditions of high-green organizational culture and the average- and high-green reward, whereas (4) the interacting between green training and green reward is an unimportant factor in encouraging employee environmental attachment.

Druh

J_imp - Článek v periodiku v databázi Web of Science

CEP obor

—

OECD FORD obor

50204 - Business and management

Projekt

—

Návaznosti

S - Specificky vyzkum na vysokych skolach

Rok uplatnění

2019

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název periodika

Journal of Business Economics and Management

ISSN

1611-1699

e-ISSN

—

Svazek periodika

20

Číslo periodika v rámci svazku

3

Stát vydavatele periodika

LT - Litevská republika

Počet stran výsledku

18

Strana od-do

447-465

Kód UT WoS článku

000468920200003

EID výsledku v databázi Scopus

2-s2.0-85066427218