Abstract
Research on the interrelationship between green human resource management (GHRM), employee pro-environmental behaviors, and environmental performance remains very limited, especially in relation to small tourism enterprises. This research bridges a knowledge gap and examines the direct effect of GHRM on environmental performance in small tourism enterprises and the indirect effect through employee pro-environmental behaviors. For this purpose, a quantitative research approach was adopted using a pre-tested instrument. A questionnaire was handed to employees in small hotels and travel agencies in Greater Cairo, Egypt. The results of structural equation modeling (SEM) showed a positive significant effect of GHRM on both types of pro-environmental behaviors (tasked-related and proactive). However, the results, surprisingly, showed no significant direct effect of GHRM on environmental performance. Notwithstanding, there was an indirect, positive, and significant effect of GHRM on environmental performance through tasked-related and proactive pro-environmental behaviors. This reflects the value and vital role of employee pro-environmental behaviors in the relationship between GHRM and environmental performance in small tourism enterprises. The research provided various implications for tourism scholars and practitioners, especially those related to small tourism enterprises. Research limitations and opportunities for further research are also discussed.
Highlights
Sustainability has gained greater attention from policymakers, scholars, and industry practitioners in recent decades, especially after issuing the United Nations sustainable development goals (UNSDGs)
The questionnaire was handed to employees in small hotels and travel agencies
The vast majority of respondents in small hotels were males (85.3%), whereas males were slightly higher than females in travel agencies (55%) (Table 1)
Summary
Sustainability has gained greater attention from policymakers, scholars, and industry practitioners in recent decades, especially after issuing the United Nations sustainable development goals (UNSDGs). In this context, organizations have realized that sustaining their business is dependent on the preservation of natural resources or the environment. There has been a growing interest of scholars in “greening” organizations in recent years [3]. This includes the emergence of green human resource management (GHRM) to Sustainability 2021, 13, 1956.
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