Motivation Opportunity Ability Research Articles

The nexus between green HRM and environmental performance for sustainable business excellence: the role of employees’ environmental passion and pro-environmental behavior

Leveraging intellectual capital as a component of an extant sustainable business excellence model and using the theoretical lens of Ability-Motivation-Opportunity (AMO) theory, this paper investigates the impact of Green Human Resource Management (GHRM) practices on the hotel environmental performance by indirect effects of employees’ environmental passion and employees’ pro-environmental behavior. We utilized multi-time survey data collected from employees working in the hotel industry to test hypothesized relationships. Data have been analyzed through Partial Least Square Structural Equation Modelling (PLS-SEM). The findings reveal that green human resource management practices positively influence hotel environmental performance via single mediation of environmental passion and pro-environmental behavior and serial mediation of environmental passion and pro-environmental behavior. Furthermore, the moderating effects of environmental passion were also statistically significant. Our research contributed to offering implications for both scholars and practitioners generally in the tourism and hospitality sector and particularly in hotels on the need to implement effective HR systems integrated with the environmental goals of the organization to provoke a sense of environmental responsibility and nurture green values to achieve environmental objectives.

Sustainable human resource management and sustainable performance: mediating role of organization citizenship behavior

Purpose This study aims to investigate the influence of sustainable human resource management (SHRM) policies on sustainability performance of higher education institutions (HEIs). Furthermore, this study also examined the mediating role of organizational citizenship behavior toward sustainability (OCBS) between SHRM and HEIs’ sustainability performance. The ability motivation opportunity (AMO) and stakeholder theories are used to conceptualize the model. Design/methodology/approach Data were collected from 162 academic staff of 12 government and private universities in India by using snowball sampling method. The partial least square structured equation modeling technique was used to analyze the data. Findings The overall results suggest that SHRM, such as sustainability motivation, sustainability-building practices, green employee engagement initiatives and social considerations, significantly impact OCBS among academic staff and the sustainability performance of HEIs. These findings provide a better understanding of how to improve the sustainability performance of HEIs through SHRM and OCBS among academic staff. Originality/value This study significantly extends the growing literature on SHRM and sustainability performance by focusing on sustainable HR practices in the HEIs. To the best of the authors’ knowledge, this is one of the first studies to empirically investigate SHRM and sustainability performance in the context of education sector in India.

How to improve the consistency of consumers’ food waste reduction intentions and behaviors? An analysis based on the expanded Motivation–Opportunity–Ability framework

The increasingly serious problem of food waste in China has become an important bottleneck constraining sustainable development, posing a great challenge to food security, resource and the environment. Therefore, it is urgent to reduce food waste. However, the inconsistency between consumers’ intention to reduce food waste and their behavior weakens the effectiveness of anti-food waste efforts to some extent. Based on the extended MOA model, this study examines consumers’ intention-behavior gap in reducing food waste and explores the moderating effects of opportunity, ability and face consciousness on the conversion of food waste reduction intention into actual behavior in the context of China. In addition, we further categorize consumers into high and low face consciousness groups to explore the differences in the moderating effects of opportunity and ability. The results show that there is indeed a gap between consumers’ food waste reduction intention and behavior. In terms of the moderating effects, the factors of external environment, emotional information, and ability have a significant positive moderating effect on the conversion of food waste reduction intention into actual behavior, while rational information has no significant moderating effect. Notably, face consciousness plays a significant negative moderating effect. For the high face consciousness group, only emotional information has a significant positive moderating effect; while for the low face consciousness group, external environment, emotional information, and ability have a significant positive moderating effect. What’s more, rational information has a non-significant moderating effect on both the high and low face consciousness groups.

Promoting employees’ innovative work behavior through innovation-specific leader behavior: An AMO-approach

Abstract Fostering employees’ innovative work behavior (EIB) has become one of the most important tasks of leaders. Although numerous studies have investigated the relationship between leadership and EIB, it is still unclear which specific leader behaviors promote EIB. Previous research has focused on leadership in terms of broad, non-innovation-specific leadership styles. Behavioral sub-factors have been neglected, and prioritization according to the importance of individual behaviors is still lacking. To address these issues, we identify innovation-specific leader behaviors and analyze which behaviors are best suited to increase EIB. To explain the relationship between the respective leader behaviors and EIB, we rely on the Ability–Motivation–Opportunity (AMO) framework and distinguish between ability-enhancing, motivation-enhancing, and opportunity-enhancing leadership behaviors. Our empirical analyzes are based on data from 1214 German employees. Our findings reveal that motivation- and opportunity-enhancing leadership behaviors foster EIB, with certain innovation-specific behaviors being particularly important for EIB. Building on our results, we provide guidelines for innovation-specific leadership.

Socially responsible human resource management for sustainable performance in a moderated mediation mechanism

This study examines Socially Responsible Human Resource Management (SRHRM) for the common good through the connections between the psychological green climate (PGC) and employee green behavior (EGB). In doing so, it explores the influence of SRHRM and PGC on EGB and sustainable performance (SP) as well as the moderating effect of PGC on EGB for organizing sustainable dimensions of HRM for environmental common goods. Drawing on the notion of the common good, this study mobilizes the ability motivation opportunity theory to articulate the nexus of business ethics and the environment. This study is quantitative in nature, following the deducting reason approach. Data were collected from 307 manufacturing companies using a survey. To ensure robustness, structural equation modeling using the AMOS software was used to analyze the data. The study's results show that both SRHRM and PGC directly influence EGB, which proxies to affect the organizational SP precisely. However, the results also show that SRHRM has no significant direct repercussions on SP, and the analysis of the moderation effect revealed that PGC does not intervene in the relationship between SRHRM and EGB. This paper contributes to an interesting conjuncture of growing literature on the adoption and impact of SRHRM and SP, which we argue can become the epicenter of ethical business processes to ensure the common environmental good. This study shows that organizations can flourish sustainable behavioral aspects, values, norms, and practices in business processes and among employees by nurturing the tenets of SRHRM, PGC, and EGB, which will increase the organizational capacity to transform the environmental common good.

The influence of green human resource management on environmental performance: Exploring the differential effects of green work engagement and moral reflection

This study investigates the impact of the implementation of Green Human Resource Management (GHRM) on the environmental performance of higher education institutions from the perspective of the Ability-Motivation-Opportunity (AMO) theory. A purposive sampling approach was employed to collect 670 questionnaires from the academic and administrative staff of higher education institutions in Thailand. The findings of the research demonstrate that GHRM enhances the environmental performance of higher education institutions. Moreover, GHRM contributes to this enhancement by positively influencing employees’ green work engagement, thereby improving the environmental performance of the institutions. Additionally, employees’ moral reflection positively moderates the relationship between GHRM and green work engagement. This study aspires to construct a holistic research framework, offering new practical and theoretical insights into GHRM, which, in turn, provides meaningful guidance for the sustainable development of global higher education institutions.

BANKING ON GREEN: THE MODERATING ROLE OF BANK TYPE IN GREEN HUMAN RESOURCE MANAGEMENT AND CORPORATE SUSTAINABILITY

This study examines the moderating role of bank type in the relationship between green human resource management and corporate sustainability, based on the AMO (Ability-Motivation-Opportunity) theory. Both quantitative and qualitative methods were adopted in the study. A 5-point Likert-type questionnaire was used to collect data from both public and private banks. The study's sample consisted of participants holding various positions in the banking sector. A total of 151 participants responded to the questionnaire. The survey data were analyzed and interpreted using IBM SPSS Statistics 26.0 and PROCESS Macro (Study 1). To support the quantitative study, content analysis was conducted by coding the sustainability reports of the same banks. The findings suggest that both private and public banks can benefit from implementing GHRM initiatives, albeit with some differences based on their organizational characteristics.

Intellectual property protection as catalyst for radical technological innovation in national research program teams through innovation milieu and group potentials

Based on the innovation-driven theory and the ability-motivation-opportunity (AMO) perspective, we explore the role of intellectual property protection (IPP) in enhancing the radical technological innovation (RTI) of national research project teams (NRPT). Survey data from 336 national research project team members from universities and enterprises were used to analyze the theoretical model of this study, bringing in the chain-mediated effects of innovation milieu (IM) and group potential (GP) for analysis, as well as two-stage hybrid partial least squares structural equation modeling (PLS-SEM) and artificial neural network techniques (ANN) to evaluate the hypotheses. The empirical findings of this paper show that the strength of IPP has a positive relationship with RTI of NRPT, and that IPP is the most important predictor of this. These new findings expand the scope of innovation-driven theory and AMO theory, and provide a constructive model for NRPT to provide suggestions for the improvement of IPP system as a way to improve the realization of RTI. The results of this study can guide policymakers in strengthening IPP systems to encourage research teams to explore innovation more proactively and to facilitate the reasonable sharing and transfer of innovative outcomes. By creating a supportive innovation environment and maximizing the potential of research teams, technological breakthroughs can be achieved more effectively.

Transformational leadership and moral norms: green human resource management and behaviour

PurposeThis study introduces a theoretical model that integrates the conservation of resources (COR) and ability-motivation-opportunity (AMO) theories. This model is used to examine the relationship between green transformational leadership and green human resources management. Additionally, the study explores the influence of this relationship on employee green behaviour and the development of personal moral norms.Design/methodology/approachThe hypotheses developed in this study were tested through a quantitative approach, employing structural equation modelling via partial least squares (PLS-SEM) along with bootstrapping estimation techniques. For data analysis, the study utilized responses from a total of 475 participants.FindingsThe findings of this study indicate that the implementation of green transformational leadership has a positive impact on green human resources management. In turn, enhanced green human resources management positively influences employee green behaviour. The research further reveals that employee green behaviour not only contributes positively to the development of personal moral norms but also plays a crucial mediating role in the relationship between green human resources management and personal moral norms. Additionally, evidence supports the significant mediating effect of green human resources management in the relationship between green transformational leadership and employee green behaviour.Originality/valueThis study highlights the pivotal role of employee green behaviour as a foundational element in developing personal moral norms, marking a departure from prior research in the green transformational leadership field, which has predominantly focused on green human resources management. By implementing green transformational leadership strategies, organisations can not only enhance their competitive edge but also effectively attract highly skilled and qualified candidates, thereby making a significant contribution to the field.

Employee Ownership and Firm Digital Transformation

AbstractThe development of digital technologies has triggered the digital transformation of organizations, enabling business model innovation. With the rise of a human‐centred view of digitalization, previous studies have been devoted to exploring how leadership drives digitalization, overlooking the role of employees as a key stakeholder. Motivated by this gap, based on agency theory, we investigate how employee ownership affects digital transformation in firms. Further, we identify vital contingencies based on heterogeneity in human resource management under the ability–motivation–opportunity framework. Analysing data on Chinese listed firms from 2015 to 2021, we find that the adoption of employee ownership promotes firms’ digital transformation, and that this positive effect is moderated by R&D personnel (ability), female CEO (motivation) and state ownership (opportunity). Our findings reveal the role of employees in the digital transformation process, which deepens our understanding of the literature on employee ownership and business model innovation.

Do human resource systems indeed have "system" effects? The dual internal fit model of a high-performance work system.

The configurational or "internal fit" perspective proposes that human resource (HR) systems are most effective when individual practices are configured such that they fit together and are mutually reinforcing. The Ability-Motivation-Opportunity (AMO) model has emerged as a predominant way to select and configure HR practices based on whether they attempt to enhance employee ability, motivation, or opportunities. Despite the widespread use of the configurational perspective and AMO model in building a high-performance work system (HPWS), researchers have not clearly articulated how HR practices across the AMO domains should be configured to maximize internal fit across the system. Moreover, research has overlooked the hierarchical nature of an HPWS, such that HR practices are nested within a particular AMO domain, and the AMO domains, in turn, are nested within the HPWS. To address these gaps, we develop and test a dual internal fit model that specifies synergistic interactions within and among AMO domains. Analyses of six-wave panel data from 640 firms reveal that internal fit effects of HR practices simultaneously exist within (i.e., HR practice-level interactions) and among AMO domains (i.e., AMO domain-level interactions) to predict workforce productivity and ultimately firm profitability. Moreover, the two sets of interactions predict outcomes beyond the additive effects of the HR practices on which prior research has typically focused. These findings show that HR practices can be configured to have "system" effects. They also highlight the value of the dual internal fit model to understand the performance benefits of optimally configured HR systems. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Does environmental cooperation with suppliers matter under environmental strategy focus and digital technology knowledge?

ABSTRACT Environmental cooperation with suppliers (ECS) helps firms to effectively manage dispersed suppliers, thereby addressing stakeholders’ environmental concerns. However, the literature is inconclusive regarding the relationship between ECS and financial performance (FP). Unlike previous research on ECS, this study uses the motivation-opportunity-ability (MOA) theory to analyze the relationship between ECS and FP, with firm innovativeness as a mediator. Furthermore, environmental strategy focus and digital technology knowledge are considered contingent factors in the link between ECS and FP. The SPSS version of PROCESS was employed to test the hypotheses, using ordinary least squares regression with survey data collected from 136 Chinese firms. The results reveal that firm innovativeness positively mediates the relationship between ECS and FP. Moreover, environmental strategy focus and digital technology knowledge strengthen the indirect impact of ECS on FP via firm innovativeness. Finally, this study provides theoretical and practical implications for firms when implementing ECS and firm innovativeness.

Mediation of Green Perceived Organizational Support between Green Human Resource Management Practices and Employee Performance

This study examines the role of green HRM on employee performance outcomes in Pakistan through perceived organizational support for environmental initiatives. The theory of Ability Motivation Opportunity (AMO) has been applied to investigate how green HRM influences employee performance by mediating green-perceived support. The research used green HRM practices as independent factors, green perceived organizational support as a mediating variable, and employee performance as the dependent variable. Data from 312 respondents were analyzed using SEM-PLS. Training and development, recruiting and selection, employee involvement, and performance management are all examples of green HRM practices that this study found to have a good effect on employee performance. Furthermore, organizational support was a crucial mediator between green HRM practices and employee performance. This indicates that when green HRM and green-perceived organizational support demonstrate a commitment to environmental concerns, employees recognize that their ecological values are significantly endorsed by their employer, enhancing their perception of green-perceived organizational support and motivating improved performance. This research demonstrates that perceived green support fosters green competencies and motivation in employees, enabling them to realize their environmental potential. Therefore, employees may perform at their best by putting green HRM methods into practice and making corporate support seem ecologically sensitive.

Resident Participation in Environmental Governance of Sustainable Tourism in Rural Destination

The rapid development of rural tourism has placed significant pressure on the rural environment, and relying solely on the government and market forces is insufficient for effective governance. It is urgent to integrate endogenous rural forces into environmental governance. The development of social behavior theory offers new insights into exploring sustainable approaches for resident participation in environmental governance in rural tourism areas. This paper, based on the Stimulus-Organism-Response (SOR) theoretical framework from social behavior theory, outlines the entire process of rural tourism residents transitioning from individual stimuli to psychological responses and ultimately to participation in environmental governance. This study combines the Motivation-Opportunity-Ability (MOA) model to analyze the stimulus factors affecting local residents and jointly constructs a path mechanism model for resident participation in environmental governance in rural tourism areas. A total of 462 valid questionnaires were collected through a survey, and the Partial Least Squares Structural Equation Modeling (PLS-SEM) method was used for empirical testing to determine the path coefficients between variables. On this basis, a system dynamics model was constructed to simulate the dynamic evolution of the relationships between variables. This study found the following: (1) In the process of rural tourism, residents’ participation in environmental governance relies on motivational factors at the stimulus level to play a core leading role; opportunity factors act as catalysts, and ability factors serve as auxiliaries; participation willingness at the organism level plays a crucial role. (2) Material pursuit and formal institutions are the strongest single sustainable factors for residents’ participation in environmental governance in rural tourism areas; combinations of variables such as local attachment, governance knowledge, and governance identity have significant effects. It is recommended that future rural tourism leverage government guidance, coordinate interests, and adhere to a collaborative development approach to ensure the sustainable development of the rural tourism environment.

Performance Appraisal Practices and Teacher Performance in Public Secondary Schools in Kenya: A Case of Busia County

Purpose: The purpose of the study was to investigate the relationship between performance appraisal practices and teacher performance in Busia County, Kenya. The Systems theory and the Ability-Motivation-Opportunity (AMO) theory informed this study. Methodology: The study was anchored on a pragmatic paradigm and adopted a mixed methods approach. The study targeted 185 public secondary schools in Busia County. The study categorized respondents into 3 strata: Principals, Mathematics Head of Department (HODs) and County Director of Education (CDE). Simple random sampling was then utilized to select samples from each stratum. Schools were clustered based on 7 Sub- Counties in Busia County. The sample size of the study was 126 HODs, 19 Principals and 1 CDE. Questionnaires and interview schedules were used to collect data. Piloting was conducted in 37 schools to refine instruments. Thematic analysis was applied in the analysis of qualitative data. Data analysis and interpretation was based on descriptive statistics such as frequencies, percentages, mean, standard deviation and inferential statistics such as correlation and regressions. Findings: The findings of the study was that there is a statistically significant relationship between performance appraisal and teacher performance (r = 0.440, p<0.05), hence the study rejected the null hypothesis. The study concluded that a unit improvement in performance appraisal is likely to result to an improvement in the teacher performance by 44% (b = 0.440, t= 0.855, p<0.05). The study holds substantial academic and policy implications. Unique Contribution to Theory, Practice and Policy: The findings contribute to the understanding of the complex relationships between performance appraisal practices and teacher performance. The study provides actionable insights for education managers, empowering them to take strategic measures to address performance gaps and improve teaching standards in the unique setting of public secondary schools in Kenya. By understanding the dynamics between performance appraisal practices and teacher performance, educational institutions can tailor strategies to optimize the effectiveness of their teaching staff in Science, Technology, Engineering and Mathematics STEM subjects.

Mediating Effect Of Employee Wellbeing On The Relationship Between Recruitment And Selection Practices And Employee Commitment Of National Police Service In Uasin Gishu County, Kenya

Low employee commitment has been a prevalent issue within the National Police Service (NPS), often leading to negative consequences such as low morale, poor service delivery, and public distrust. Therefore, this study sought to determine the mediating effect of employee wellbeing on the relationship between recruitment and selection on employee commitment of National Police Service in Uasin Gishu County, Kenya. The study was guided by Ability motivation opportunity theory. This study adopted explanatory research design. The sample size of 328 for this study was calculated based on Yamane’s formula. The researcher used a questionnaire as research instrument. A pilot study was conducted in national police service in Nandi County. Quantitative data collected using the questionnaires for all the objectives were analysed using descriptive statistics that is frequency, percentages, mean and standard deviation. Inferential analysis was carried through correlation and multiple regression analysis. Analyzed data were presented in form of tables and charts. The study findings revealed that the effect of recruitment and selection practices on employee commitment through employee wellbeing is 0.3041, indicating that for every standard deviation increase in recruitment and selection practices. The study concluded that improving recruitment and selection practices can lead to higher levels of employee wellbeing, which in turn can enhance employee commitment. The study recommended that organizations should focus on improving recruitment and selection practices to enhance employee wellbeing and ultimately increase employee commitment.

Study examining the significant role of intellectual property protection in driving radical technological innovation among national research project teams, employing PLS-SEM and ANN modeling.

This study examines the role of intellectual property protection (IPP) in enhancing radical technological innovation (RTI) within national research project teams, using an innovation-driven theory and an ability-motivation-opportunity (AMO) perspective. This study utilizes a sample of 336 national research project team members from various Chinese universities, research institutes, and corporations to analyze the theoretical model. Additionally, a two-stage hybrid partial least squares structural equation modeling (PLS-SEM) approach, combined with artificial neural network techniques (ANN), is employed to evaluate the hypotheses. The empirical findings of this study reveal a positive association between the intensity of IPP and RTI within national research project teams. Research and development investment intensity (R&DII) is identified as the primary predictor, while integrated leadership (IL) and group potential (GP) play crucial moderating roles. These groundbreaking findings extend the scope of innovation-driven and AMO theories, providing a proactive model for national research project teams to propose improvements to the IPP system, ultimately enhancing the realization of RTI.

Navigating the maze: the effects of algorithmic management on employee performance

Recent computer science advancements are now integrated into the workplace, where management increasingly uses algorithm systems. However, despite numerous studies focusing on the impact of algorithms on employees, research on employee creative and adaptive performance remains relatively scarce. To address this research gap, we applied the ability-motivation-opportunity (AMO) theory and developed a moderated mediation model to examine how algorithmic management affects employee creative and adaptive performance. We administered a survey questionnaire within an information technology service firm in northern China and collected valid responses from 327 employees. We then analyzed the gathered data using SPSS 27.0 and Mplus 8.3 to test the proposed hypotheses. The research findings revealed a potential negative impact of algorithmic management on employee creative and adaptive performance. Specifically, we found that algorithmic management inhibits employees’ improvisation capability, resulting in decreased creative and adaptive performance. Furthermore, we discovered that algorithmic dependence can magnify the negative impact of algorithmic management on improvisation capability. This study offers fresh perspectives on algorithmic management’s impact on employee creative and adaptive performance, contributing to the existing literature. This research delves into the theoretical and practical significance of these findings.

The role of employees in continuous improvement: a study on employee participation

Purpose This study aims to delve into the mechanisms through which managers can enhance employee participation effectively. Design/methodology/approach This study adopts the Motivation-Opportunity-Ability (MOA) framework to identify the interrelationships among various drivers. Different levels of Continuous Improvement (CI) maturity were also considered to assess the effectiveness of these drivers on employee participation. An in-depth case study was conducted, involving the selection of four business units from a multinational manufacturer in Germany to represent varying levels of CI maturity. Findings This study uncovered intermediary variables that mediate the impact of drivers on the high-level MOA variables. It also revealed how the effectiveness of these drivers varies across different levels of CI maturity. Originality/value While different facets of CI have been scrutinized, the importance of employee participation stands out as pivotal for achieving enduring and meaningful progress. Despite this recognition, many business organizations continue to grasp with the challenge of motivating their employees to actively engage in CI initiatives. This study extends the applicability of the MOA framework and enriches the CI literature by offering deeper insights into the behavioural perspectives of employees. In practical terms, the findings of this study provide valuable guidance to decision-makers and HR department on staff training and development, enabling them to formulate more effective strategies aimed at fostering and augmenting employee participation in CI endeavours.

Digital Transformation and Breakthrough Innovation in Chinese Manufacturing Firms: Based on Ability-Motivation-Opportunity (AMO) Framework of Human Capital

This paper explores how digital transformation influences breakthrough innovation by adopting the AMO framework of human capital. Through the analysis of data from A-share listed companies in China’s manufacturing industry spanning from 2012 to 2021 using fixed-effect OLS and Sobel test, the study reveals that digital transformation significantly fosters breakthrough innovation within manufacturing companies. This positive impact is attributed to the enhancement of abilities, activation of motivation, and expansion of opportunities for human capital, thus facilitating breakthrough innovation. Furthermore, the study highlights that the impact of digital transformation on breakthrough innovation is particularly pronounced in state-owned and high-tech companies. Additionally, it is observed that companies located in the eastern region of China experiences more robust promotion effects compared to those in central and western regions. Significances and implications are discussed.