Green Organizational Identity Research Articles

Is green performance affected by green transformational leadership in travel agencies? The mediating roles of green organizational identity and green innovation

This study explored how green transformational leadership, green organizational identity, and green innovation affect performance. It also looked at the role of green organizational identity in mediating the relationship between green transformational leadership and green innovation, as well as the role of green innovation in mediating the relationship between green organizational leadership and performance. PLS–SEM was used to analyze 885 responses collected from Egyptian travel agency Category A employees. The results highlighted a significant and positive effect of green transformational leadership on green organizational identity, innovation, and performance. As well, the results depicted that green organizational identity affects significantly both green innovation and performance. The results also revealed that green organizational identity plays a partial mediating role in the relationship between green transformational leadership and innovation. Moreover, the results clarified that green innovation plays a partial mediating role in the relationship between green transformational leadership and performance. The study contributes to the theoretical understanding of green transformational leadership and performance in the tourism and hospitality industries. In practice, the study includes suggestions to managers in the tourism and hospitality industries on how to improve green innovation and performance through green transformational leadership. Limitations and future research directions were outlined.

Navigating a net‐zero economy future: Antecedents and consequences of net‐zero economy‐based green innovation

AbstractThe pursuit of net‐zero economy goals and government emphasis on sustainable performance has compelled numerous firms to focus on sustainable production through the adoption of net‐zero economy‐based green innovation. The digital transformation of manufacturing systems and supply chains, supported by the utilization of big data and the adoption of net‐zero economy‐oriented lean practices in the presence of net‐zero economy‐based green practices, can converge to enhance net‐zero economy‐based green innovation in manufacturing firms. This convergence leads to an improvement in green competitive advantage and net zero‐based green performance. To examine the aforementioned linkages using a framework based on the dynamic capabilities view paradigm, a time‐lagged design was employed to collect data from 594 manufacturing firms. The empirical findings indicate that big data analytics capabilities and net‐zero economy‐oriented lean practices of firms significantly influence net‐zero economy‐based green innovation. Green organizational identity strengthens the effect of net zero‐based green innovation on green competitive advantage and net zero‐based green performance.

Does green organizational identity mediate green human resource management on employee green behavior?

This study aims to analyze and explain the mediating role of green organizational identity on the influence of green human resource management on employee green behavior. This research was conducted at PT Yoga Barn. The population in this study amounted to 95 people. The number of samples used was 95 employees, using the non-probability sampling census method. Data collection was obtained through questionnaires and interviews. The analysis technique used is descriptive statistical analysis and inferential statistical analysis. The data were analyzed with a Structural Equation Model (SEM) with a Partial Least Square (PLS) approach and using SmartPLS 4.0 software. The results showed that green human resource management has a positive and significant effect on employee green behavior and green organizational identity, green organizational identity has a positive and significant effect on employee green behavior. Green organizational identity partially mediates the effect of green human resource management on employee green behavior. Companies need to pay attention to the implementation of green human resource management and green organizational identity comprehensively so that employee green behavior in employees can be better implemented.

Internal green marketing orientation and business performance: The role of employee environmental commitment and green organizational identity

The research examines the idea that Internal Green Marketing Orientation (IGMO) is a strategic approach within the tourism and hospitality industries that focuses on integrating environmentally friendly practices into the organizational culture. It encompasses how a business perceives, values, and prioritizes environmental concerns as part of its internal operations. IGMO, as a fundamental aspect of a company's strategy, plays a significant role in shaping Business Performance (BP) in this sector. How does IGMO influence Business Performance (BP) in the tourism and hospitality industries, and what is the role of Employee Environmental Commitment (EEC) and Green Organizational Identity (GOI) in this relationship? The purpose of this study is to find the answers to the previous questions. The study randomly gathered data via time-lagged surveys distributed among workers with at least two years of experience in hotels and tourism companies in Egypt. The study employed Partial Least Squares Structural Equation Modeling (PLS-SEM) to analyze the perceptions of 338 employees working in hotels and tourism companies in Egypt. The study's results showed that IGMO is positively associated with BP. Furthermore, IGMO is positively associated with EEC. In addition, EEC is positively associated with BP. EEC succeeded in mediating the association between IGMO and BP. Finally, the study proved that GOI moderates the association between IGMO and EEC. Practical implications include prioritizing IGMO, fostering employee environmental commitment, recognizing the impact of employee commitment on business performance, leveraging employee commitment as a mediator, and understanding the role of green organizational identity in shaping employee commitment.

Is data the key to sustainability? The roles of big data analytics, green innovation, and organizational identity in gaining green competitive advantage

ABSTRACT The firms’ adoption and improvement of big data analytics (BDA) to attain a green competitive advantage (GCA) has witnessed a recent upsurge. This makes it important to discover the underlying mechanism influencing the relationship between BDA and GCA, which is missing in the extant literature. This study attempts to fill this gap by examining the indirect impact of green innovation (GI) and the moderating role of green organizational identity (GOI) on the relationship between BDA and GCA. Using a three-wave time-lagged design from 397 manufacturing firms, we found that BDA significantly influences GI, which significantly mediates the relation between BDA and GCA. The findings further demonstrated that GOI serves to amplify the influence of GI on GCA. Theoretical and practical implications are discussed.

Green Human Resource Management and Pro-Environmental Behaviour: Effect of Green Organizational Identity and Green Shared Vision

Green Human Resource Management and Pro-Environmental Behaviour: Effect of Green Organizational Identity and Green Shared Vision

The effect of green culture and identity on organizational commitment

When effectively implemented, green management practices greatly influence environmental damage and offer intra-organizational advantages, leading to good environmental consequences and substantial organizational benefits. The effect of green organizational culture (GOC) and identity (GOI) on organizational commitment (OC) through the mediating role of job satisfaction (JS) has been investigated in this study, considering the need to identify intra-organizational variables to adopt environmental policies. This study analyzed environmental pollution in Isfahan province, focusing on employees of 56 Iranian manufacturing companies. Data were collected using standard questionnaires and Partial least squares structural equation modelling via SmartPLS. Results showed that the variables of GOC and GOI significantly impacted OC through the mediating role of JS. This study interprets that green organizational approaches can strengthen and increase commitment, creating a positive collective and individual perspective toward organizations. Successful implementation of GOC and GOI encourages other organizations to achieve similar benefits, leading to better environmental performance.

Keeping pace with the times: research on the impact of digital leadership on radical green innovation of manufacturing enterprises

PurposeToward sustainable development, radical green innovation (RGI) is necessary. Despite extensive research on the factors influencing green innovation, few studies have been conducted on the precursors. Based on upper echelons (UE) theory, dynamic capability (DC) theory, “stimulus-organism-response” (SOR) theory, social information processing (SIP) theory and cognitive appraisal (CA) theory of emotion, the study explores how digital leadership (DL) affects RGI and investigates the mediating effects of green organizational identity (GOI) and the moderating effects of digital threat (DT) and technology for social good (TSG), as well as the multiple concurrent causalities that trigger high RGI.Design/methodology/approachThe method of combining structural equation model (SEM) and fuzzy-set qualitative comparative analysis (fs QCA) is adopted in the study. Data from 233 questionnaires were collected at two different time points.FindingsThis study's findings indicate that the four dimensions of DL can positively influence RGI and GOI partially mediates between the four dimensions of DL and RGI. DT has a negative moderating effect between DL and GOI, while TSG is positively regulated between them, DT and TSG linkage moderates the partial mediating effect of GOI in DL and RGI. Further, fs QCA is used to analyze the causal complexity of DL dimensions and GOI to RGI and nine effective configuration paths are identified. It is found that the synergy of digital thinking ability (DTA), digital detection ability (DDA), digital social ability (DSA), digital reserve ability (DRA) and GOI is crucial to high RGI. Among them, GOI core appears the most times, indicating that GOI plays a vital role in improving enterprise RGI.Originality/valueThis study expands the literature on leadership and innovation by constructing a framework of “DL-GOI-RGI” and exploring the transmission of GOI and the boundary effect of DT and TSG. The study used fs QCA and SEM to better understand the statistical associations and the set relations between the conjunctions and conditions.

The role of green strategic alliances and their impact on green organizational identity and sustainability

PurposeThis study aims to investigate the role of green strategic alliances (GSAs) in fostering a green shared vision (GSVis) and green shared value (GSV) and their impact on green organizational identity (GOI) and sustainability.Design/methodology/approachThe authors employed structural equation modeling to analyze data collected through a 60-item questionnaire administered in Portugal and China, allowing the authors to test their theoretical model.FindingsThe findings of the authors' study indicate that green strategic alliances have a positive influence on the development of a GSVis and GSV in both countries. This, in turn, contributes to improved sustainability and the establishment of a GOI. Furthermore, the authors' results demonstrate that these alliances enhance GSV, resulting in enhanced sustainability performance and a stronger green identity, with a notable increase in awareness of environmental and social practices.Originality/valueThis article is innovative as it applies organizational learning and value creation theories to gain a deeper understanding of how alliances can shape the green identity of companies and contribute to their overall sustainability.

Who we are and what we do: The relevance of green organizational identity in understanding environmental performance

Based on organizational identity theory and the resource-based perspective, this research examines the relationships between green organizational identity (GOI), green service innovation (GSI), and hotel environmental performance (HEP). Additionally, the role of resource commitment (RC) as a quasi-moderator is further investigated. Data was collected from 440 green hotel employees in Thailand using a three-wave approach. The statistical analysis revealed that GOI has a positive influence on GSI and HEP. GSI mediated the relationship between GOI and HEP. RC as a quasi-moderator simultaneously moderated the GOI-GSI link and the GSI and HEP link, in addition to directly influencing GSI and HEP. The theoretical and practical implications for both hospitality practitioners and policymakers are discussed.

Determinants of green organizational identity and its impact on green competitive strategy

This study aims to examine the effect of green intellectual capital and organizational environmental management on green organizational identity and its impact on the green competitive strategy. In this study, green intellectual capital is represented by green human capital, green structural capital, and green relational capital. Meanwhile, the organization's environmental management is represented by an environmental-oriented organizational culture, environmental-oriented leadership, and environmental-oriented capabilities. This study applies a survey that is distributed to 170 respondents who have managerial positions. The sample selection for functional is that respondents have influence and experience in the organization where the respondent works. The number of questionnaires that were successfully returned from the respondents was 146 pieces. From the results of hypothesis testing, it is known that green human capital and environmentally oriented culture have a significant positive effect on green organizational identity. Meanwhile, green structural capital, green relational capital, environmentally oriented leadership, and environmentally oriented abilities do not affect green organizational identity. Green structural capital and green relational capital have a significant positive effect on the green competitive strategy. In contrast, green human capital, environmentally oriented culture, environmental-oriented leadership, and environmental-oriented abilities, green organizational identity do not affect the green competitive strategy.

The impact of green culture on employee organizational commitment: The mediating role of green identity

ABSTRACT The importance of environmental issues leads the managers of organizations to implement green policies. Besides having environmental benefits and fulfilling the organization’s social responsibilities, implementing these policies will also have internal benefits that encourage managers to review internal organizational structures and identify the factors that affect them. This study examines how the green culture of the organization is one of the critical structures within the organization on the level of employee commitment through the mediation of the green identity of the organization. In this study, the analysis of standard questions of research variables in the statistical population, i.e. the staff of industrial estates in Isfahan province, has been used. The approach used in this research is structural equational modeling with the partial least squares method, done and analyzed by SmartPLSsoftware. The results show that green organizational culture directly affects organizational commitment. In addition, green organizational culture through green organizational identity as a mediating variable affects organizational commitment, and thus the mediating role of green organizational identity is strongly confirmed. The responsibility of organizations to protect the environment can be considered a factor in increasing organizational commitment and thus lead to further promotion and success of the organization. Therefore, organizations can create policies to implement green culture in addition to green identity in the organization can increase employee commitment to the organization, which is an essential result of this research.

Competitive Advantage as Mediating Between Green Behaviour and Performance in the Jordanian Banks Sector

The purpose of this study is to evaluate the extent to which the banks sector has adopted a green organizational identity and a green organizational climate, as well as how this has affected the performance and competitive advantage in this significant financial sector. The idea that guides the body of research on the link between green organizational identity, green organizational climate and performance postulates that a strategy that is specifically adapted to a firm's internal and external environment is very likely to produce superior performance. The study also included a thorough evaluation of recent literature that was relevant to the quantitative results from looking at green behavior in the context of banks. The relationship between these variables was confirmed by earlier studies by looking at bank performance. The study improves comprehension of the bank performance and green behavior described in existing literature. Decision-makers can enhance their strategic plans by giving green practices that have an influence on the sustainability pillars more priority once they are aware of the implementation level. It is advised that HR managers increase their investments in green practices to fully benefit from them. The study offered a conceptual framework based on an analysis of the existing literature to comprehend and forecast performance in a bank as a whole or specifically in a workplace.

Is Green Organizational Identity Related to Sustainability Performance? A Scooping Review

The abstract is made as a brief summary of the entire content of the article written Green Organizational Identity (GOI) needs to be implemented by companies to achieve sustainable corporate performance. As one of the intangible assets that can provide positive value to the company, GOI is believed to be able to improve the Sustainability Performance (SP) of the company. This research is qualitative research using scooping review to answer the research objectives. This study aims to identify the relationship between GOI and SP. The results of the study show that there is no research that has thoroughly discussed the relationship between GOI and SP. Existing research still partially discusses part of SP. GOI has an influence on environmental performance and its related derivative variables. This study contributes theoretically that GOI has a major influence on sustainable company performance, both directly and indirectly.

Cultivating green workforce: The roles of green shared vision and green organizational identity.

The current study anchors on the social identity theory (SIT) and social exchange theory (SET) to investigate the association between green talent management (GTM) and employee retention (ER), mediated by green organizational identity (GOI). Further, the study projects the moderator effect of green shared vision (GSV) in the direct association between GTM and GOI, and the indirect link between GTM and ER through the mediator effect of GOI. We collected time-lagged (i.e., three-wave) data from 495 frontline managers in the tourism service firms in Pakistan. Data are analyzed using SmartPLS SEM (V 3.3) to evaluate the measurement and structural models. Our results support all the projected associations and confirm the direct relationships between GTM and ER (β = 0.480, CIs = 0.494, 0.578), GTM and GOI (β = 0.586, CIs = 0.517, 0.670), and GOI and ER (β = 0.492, CIs = 0.425, 0.566). The findings further reveal that GOI significantly mediates the relationship between GTM and ER (β = 0.257, CIs = 0.184, 0.312). In addition, the moderator effect of GSV significantly underpins the direct association between GTM and GOI (β = 0.512, CIs = 0.432, 0.587) and the indirect association between GTM and ER, mediated by GOI (β = 0.526, CIs = 0.441, 0.590). This is the first study that explores a moderated mediation model to explain when and how tourism service firms can promote ER through inculcating GTM strategies. The findings indicate that service firms in the tourism industry must develop and retain green talent to exploit pro-environmental strategies.

Understanding the Impact of Environmentally Specific Servant Leadership on Employees' Pro-Environmental Behaviors in the Workplace: Based on the Proactive Motivation Model.

The increasingly severe environmental situation has brought challenges to the world, and organizations are aware of the importance of environmental management and are committed to changing individuals' environmental behavior patterns. Based on the proactive motivation model, this study constructs a moderated multiple mediation model to explore the impact mechanism and boundary conditions between environmentally specific servant leadership (ESSL) and employees' workplace pro-environmental behaviors (WPB). This study examines 440 Chinese industrial sector employees, and the linear regression method test results show that: (1) ESSL significantly promotes employees' WPB. (2) Green self-efficacy (GSE), green organizational identity (GOI), and environmental passion (EP) act as multiple mediators between ESSL and employees' WPB. (3) Green shared vision (GSV) positively moderates the relationship between ESSL and employees' WPB. This study provides a new theoretical perspective on how ESSL affects employees' WPB, which is analyzed from three aspects: "can do", "reason to", and "energized to". This new mechanism reveals that leaders should transform their leadership style to that of environmental service, and focus on enhancing the employees' GSE, GOI, and EP. Moreover, ESSL should make copious use of green strategy tools, such as GSV, to realize the above mechanism.

The impact of employees' pro-environmental behaviors on corporate green innovation performance: The mediating effect of green organizational identity.

Employees' behaviors, as well as the employees' pro-environmental behaviors (PEB), affect the company in many dimensions. Although green innovation performance (GIP) has become an important measurement of a corporate's green development, research investigating PEB from the employees' perspective remains scarce, especially in emerging markets. Therefore, in this study, we developed an original framework to explore the effects of employees' PEB on corporate GIP and examined the underlying mechanism by conducting a survey in China. The results of the empirical analysis showed that employees' PEB increases corporate GIP by positively influencing green organizational identity (GOI). In addition, we also proved how leaders' PEB positively influences GIP, whereas innovation resistance (both technology resistance and resource resistance) has a negative effect on GIP. This study attempted to contribute to theoretical research and practical decision-making in the field of green organizational behavior.

Green transformational leadership and green creativity? The mediating role of green thinking and green organizational identity in SMEs

For countries and organizations to achieve sustainable development, radical green creativity is required. Despite the fact that the influencing elements of green creativity have received a lot of attention, there is little research on the antecedents of green creativity. The current study attempted to fill the gap by exploring the underlying mechanism of green thinking and green organizational identity as mediators. This study aimed to examine the impact of green transformational leadership on green creativity through mediators, such as green thinking and creative organizational identity in SMEs. We gathered data from 460 respondents from SMEs operating in Pakistan using a survey questionnaire. The findings revealed that green transformational leadership had a significant impact on green organizational identity, which cultivated green creativity in SMEs. Additionally, results portrayed that green organizational identity performed mediation in the relationship between green transformational leadership and green creativity. Moreover, green thinking mediates the association between green transformational leadership and green creativity. This study offers novel insights into how to stimulate green transformational leadership and cognitive processes in SMEs to encourage green creativity. The implications for management and practitioners are discussed in light of the study's findings.

Environmental Challenges and Green Innovation Strategy: A Vigorous Development of Greener Dynamics

This study investigated the strengths of internal and external environmental challenges to the Green Innovation Strategy (GIS). This study tried, also, to observe GBIS’ predictive power of on Green Organizational Identity (GOI), Green Innovation (GI) and Green Creativity (GC). The researchers gathered the cross-sectional data from the top managers of Saudi Arabia’s manufacturing industries. We employed a Structural Equation Model (SEM) to obtain the outcomes to form the data. This study’s findings demonstrate that external pressures, such as Policy Pressure (PP) and Market Pressure (MP) and internal driving forces such as Innovation Resources (IR) and Innovation Capability (IC), have a positive and significant effect on GIS. This study’s findings demonstrate, also, that GIS has a positive and significant effect on GOI, GI and GC. Finally, this study’s findings show that GOI is a considerable predictor of GI and GC. This study’s findings provide the path for policymakers to formulate Environmental Regulations (ER) and laws regarding pressure and incentive regulations. Finally, and more particularly in the context of Gulf countries, this study’s findings contribute to the literature on green management, innovation and Environmental Management (EM).

Green organizational identity and sustainable innovation in the relationship between environmental regulation and business sustainability: Evidence from China’s manufacturers

Bridging government involvement and business sustainability, particularly in manufacturers, is becoming a new research interest. To enrich this knowledge area guided by the Institutional Theory, this study builds a multiple mediation model to investigate the effect of environmental regulation on business sustainability by concerning on the chain mediation effect of green organizational identity and sustainable exploration/exploitation innovations. China’s manufacturers that are a key component of emerging markets have been analyzed by this study because of their significant impacts on climate change, substantial contributions to the boom of industries, and distinctive governance structures. By investigating China’s manufacturers such as shipbuilding, energy, food, and daily necessities manufacturing sectors, we witness that the relationship between environmental regulation and business sustainability could be positively subsequently mediated by green organizational identity and sustainable innovation. While this identity does not exercise a positive mediation between environmental regulation and business sustainability significantly. Furthermore, both sustainable exploration/exploitation innovations exercise a significantly positive mediation between green organizational identity and business sustainability. We therefore conclude that manufacturers of emerging markets need a thoughtful deployment in pro-environmental psychologies and behaviors to closely bridge environmental regulation and business sustainability instead of only concerning on one aspect. This study has significant implications for emerging markets constructing a comprehensive as well as systematic pro-environmental path by using the merit of Institutional Theory to enhance business sustainability with more standardized and professional ways.