Green Performance Research Articles

Green HRM practices, green capability and green performance: the avenues towards greener economy

Green HRM practices, green capability and green performance: the avenues towards greener economy

Artificial Intelligence Adoption in Sustainable Banking Services: The Critical Role of Technological Literacy

This study explores how customers recognize and accept artificial intelligence devices (AIDs) in the realm of sustainable banking services, applying the Artificially Intelligent Device Use Acceptance (AIDUA) model. This research not only seeks to corroborate the AIDUA model in the banking sector, but also aims to enrich it by introducing technological literacy as a moderating factor, particularly in the perspective of sustainable banking. Data were collected through 435 valid, self-administered face-to-face surveys from bank customers in China, determined through convenience sampling. The hypotheses, covering both direct and moderating effects, were examined using structural equation modeling. This study verifies the applicability and reliability of the AIDUA model, in assessing customer acceptance of AIDs within sustainable banking services. The findings indicate that customer acceptance of AIDs unfolds in three distinct phases. Initially, the consumers’ perceptions of social influence (SI), hedonic motivation (HM), and perceived anthropomorphism (PA) positively influence their green performance expectancy (GPE) and green effort expectancy (GEE) concerning AIDs. As a result, greater GPE and GEE among bank customers lead to stronger positive emotions, which greatly contribute to increased AIDs usage and a reduction in resistance to their implementation. Additionally, the findings determine that technological literacy plays a substantial moderating role in the association connecting green performance expectancy and customer emotions in relation to adopting AIDs, thereby highlighting its importance in advancing sustainable banking initiatives.

All gain and no pain? Impacts of different green human resource management practices on employee green behavior: Evidence from Chinese electric vehicle sector

Despite much research focusing on green human resource management, there is still a lack of comprehension regarding when and how different green human resource management practices influence employee green behavior. This research aims to construct and verify a research model in which different green human resource management practices influence employee green behavior through mediated pathways of perceived organizational green support and by interactive impact of employee green value. Structural equation modeling and importance-performance map analysis were performed based on survey data collected from 333 employees working in Chinese electric vehicle companies. The results revealed that most investigated practices are positively related to employee green behavior, and most of these relationships are mediated by perceived organizational green support and moderated by employee green value. However, green reward management negatively influences employee green behavior, and perceived green support does not mediate this relationship. Meanwhile, employee green value weakens green reward management’s negative impact on employee green behavior, while it does not moderate relationships between green training and development, nor green performance management and green behavior. Additionally, findings indicate that green training and development exhibits the highest performance while green involvement and engagement has the greatest total effect on employee green behavior. This study is the first to compare the effectiveness and performance of different green human resource management practices using data from the Chinese electric vehicle industry, providing insights for industrial environmental management and contributing to the growing body of literature.

Eco-friendly strategic goals and the performance of innovative green processes: The impact of green intellectual capital

The purpose of this study is to check the intellectual capital's role in shaping green process innovation. This article contends the company's capacity to create, possess, incorporate, and implement environmentally friendly intellectual assets in its activities will result in a higher degree of performance in terms of innovative green processes. This performance serves as an indicator of the company's enduring dedication to an environmentally conscious strategy. The industries chosen for this study comprised textile, chemical, pharmaceutical, and steel based in Mexico. The random sampling technique was used to gather data. Upon analyzing the gathered data, we used only 253 questionnaires for analysis, representing a response rate of 42.7%. Findings indicate green strategic intent significantly influences three components of intellectual capital: human, relational, and organizational capital. Three components of intellectual capital significantly influence green process innovation. A green strategy can be successfully implemented by the implementation of intangible resources. Mere tangible resources are insufficient to gain superior green innovation performance; the interaction of these two resources (tangible and intangible) is complementary. Companies are adopting environmental strategies to mitigate the environment's harmful impact and meet stakeholders' demands. The study’s practical implications aim to improve companies’ environmental performance, specifically their green performance, through the implementation of green innovation.

Green performance enhancement of marine engines via turbocharger compression ratio optimization

This study investigates the performance dynamics of a six-cylinder, inline compression ignition engine, focusing on its response to varying turbocharger compressor pressure ratios (TCPRs). At a constant speed of 1500 RPM, the engine's power output, braking mean effective pressure, and brake torque increase significantly, ranging from 280 kW, 11.7 bar, and 1779.7 N m at a TCPR of 2–1042.6 kW, 43.7 bar, and 6637.8 N m at a TCPR of 10. This demonstrates a direct relationship between TCPR and engine performance metrics. Additionally, mechanical efficiency improves with increasing TCPR, indicating enhanced adaptability and efficiency of the engine. The study analyzes the effects of turbochargers, exhaust and intake characteristics, NOx emissions, combustion dynamics, and compressor settings, providing a comprehensive understanding of the relationship between turbocharging and compression ignition engines. These insights can support future research aimed at optimizing engine performance across various TCPR settings.

THE INFLUENCE OF CORPORATE GOVERNANCE MECHANISMS ON CARBON EMISSION DISCLOSURE: DOES GREEN PERFORMANCE MATTER?

Carbon emissions disclosure has attracted researchers' attention. This study aims to provide empirical evidence on the influence of more comprehensive corporate governance mechanisms on carbon emission disclosure based on legitimacy and stakeholder theories. This study introduces virtue ethics theory, a new theory in carbon emission research, to explain the moderating role of green performance. Observational data includes 455 data from a sample of companies listed on the Indonesia Stock Exchange from 2018 to 2022. The research data was processed using multiple linear regression methods and moderated regression analysis. The study's results prove that the size of the board of commissioners, the independence of the board of commissioners, the sustainability committee, and institutional ownership positively affect carbon emission disclosure. The green performance also revealed can strengthen the influence of board of commissioners diversity on carbon emission disclosure. Corporate governance is needed to encourage companies to disclose their carbon emissions.

Promoting Employee Green Values Beyond the Office Walls Through Green HRM Utilizing Employee Environmental Knowledge as a Mediator

Organizations are adopting green initiatives in response to global environmental crises and climate shifts. While previous research has examined how green HRM affects employees' in role and extra-role working behaviors, less is known about how it influences employees' behavior outside of work due to their green values (GV) that develop because of implementing organizational green actions. The study addresses the issue, while also considering employees’ environmental knowledge (EK) as a mediating factor, utilizing social learning theory and psychological contract theory. Data were collected using the convenience sampling method, where the sample size was 320, from ten selected large-sized ceramic companies operating in Bangladesh. The structural equation modeling (SEM) was used to analyze the data. Results infer that green HRM effectively enhances EK among employees and redirects their GV beyond the workplace. Additionally, EK substantially and positively mediates between the green HRM and GV relationship. The conclusions correspond to the recommendations are indicated in the relational psychological contract theory and the social learning theory. The findings have imperative theoretical and managerial ramifications since they address the knowledge gap in the literature and outline knowledge enhancing green HRM practices that organizations may adopt to improve their green performance. The study also outlines actions for adopting green HRM activities in organizations, aligning the scope for improving employees’ EK and giving them the opportunities to practice green actions for sustainable social outcomes through their increased sense of GV.

Nexus among green entrepreneurship orientation, green ambidexterity innovation, green technological turbulence and green performance: moderated-mediation evidence from Malaysian manufacturing SMEs

Nexus among green entrepreneurship orientation, green ambidexterity innovation, green technological turbulence and green performance: moderated-mediation evidence from Malaysian manufacturing SMEs

Exploring the relationship of green HRM practices with sustainable performance: the mediating effect of green innovation

PurposeThis research has presented a paradigm model to explore the interrelationships among green human resource management practices, green innovation and sustainable performance, demonstrating its suitability within Vietnam's hospitality sector.Design/methodology/approachThe study used a mixed-method approach, detailing the collection and analysis of both qualitative and quantitative data. In-depth interviews were carried out to examine various aspects of green human resource management practices. Following this, PLS-SEM statistical techniques were applied to survey responses to test the proposed hypotheses (N = 574).FindingsThis study identified several less common green human resource management practices, such as green job descriptions and analysis, green performance management, green health and safety, green involvement and empowerment and green discipline management that enhance green innovation and sustainable performance. Notably, the study highlighted the significant impact of green discipline management on green innovation and sustainable performance in the Vietnamese context.Practical implicationsThe study emphasizes that hotel managers in Vietnam should recognize the crucial role of green innovation in effectively implementing green initiatives, as it is a key driver of sustainable performance in hotels.Originality/valueThis study developed a unique framework highlighting green innovation's mediating role. It demonstrates the relationships between green HR practices and environmental, economic and social performance, offering practical insights for hotel and business managers.

GREEN HUMAN RESOURCE MANAGEMENT PRACTICES: EVIDENCE FROM PRIMARY DATA ANALYSIS

This study investigates Green Human Resource Management (GHRM) practices within the food and beverages sector in Nigeria, focusing on how these practices contribute to the sustainability of these companies. A census approach was adopted, encompassing the entire population of 325 staff members from the sector. Data was collected using a validated and reliable questionnaire, with a Cronbach Alpha coefficient of 0.798. The analysis, conducted using SPSS Version 25, revealed key insights into GHRM practices. Results indicated that green recruitment is well-integrated into the companies, with 87.1 of respondents confirming the inclusion of green job descriptions, and 81.6 agreeing that employees are recruited based on their environmental awareness. Green training is also emphasized, with 87.1 of respondents agreeing that their companies conduct training on environmental management, and 81.6 confirming job rotation to develop green managers. Green rewards are prevalent, with 85.3 agreeing that employees receive bonuses for environmental achievements. Additionally, 87.1 of respondents agreed that green performance appraisal systems are in place, incorporating green performance indicators. Lastly, 87 of employees felt involved in green initiatives, highlighting active communication and engagement in environmental policies. The findings suggest that GHRM practices significantly enhance the sustainability of food and beverages companies in Nigeria. The widespread adoption of green recruitment, training, rewards, performance appraisal, and employee involvement underscores the importance of aligning HR practices with environmental goals for improved sustainability and business performance.

The influence of green human resource management on university sustainability in higher education: the role of mediating environmental performance and green commitment.

The purpose of the research is to examine how green human resource management (GHRM) contributes to the sustainability of the university. This study also focuses on how environmental performance and dedication to sustainability can act as mediators. Additionally, it seeks to examine the interplay between GHRM practice and university sustainability and how green environmental success and green dedication moderate that interaction. As the primary technique of data collection, a survey questionnaire on green HRM and environmental factors was distributed to a total of 273 university staff at Majmaah University in Saudi Arabia. The results of staff environmental performance and commitment point to a beneficial impact on sustainability in higher education institutions. Our study also demonstrates that when an employee scores highly on green performance evaluation and appraisal, the impact of green HRM practices on green dedication is more significant. By connecting green HRM practices to university sustainability through sustainability impact and green commitment, the current study adds fresh theoretical insights into the field of environmental management literature. Our findings give staff members advice on how and when to use green HRM techniques to improve university sustainability in higher education institutions.

The impact of industrial robots on low-carbon green performance: Evidence from the belt and road initiative countries

Global warming is intensifying, with Belt and Road Initiative (BRI) countries accounting for over two-thirds of global carbon dioxide emissions. As a pivotal technology in advanced manufacturing, industrial robots significantly impact the overall carbon footprint through their role in production processes. This study examines how the use of industrial robots influences the Low-Carbon Green Performance (LCGP) across BRI nations, utilizing a dataset spanning from 2004 to 2020. The findings reveal that the integration of industrial robots notably boosts the LCGP within these countries, a conclusion supported by extensive robustness evaluations. The novelty of this study lies in uncovering the underlying mechanism by which industrial robots improve LCGP through the promotion of technological innovation. Specifically, we find that industrial robots have a pronounced effect on technological progress (TC), an impact that is further amplified by increases in labor productivity and human capital levels. This discovery provides policy implications for BRI governments, suggesting that actively promoting the development of industrial robots can accelerate energy transformation and upgrading, thereby reducing carbon emissions. Our research fills a significant void concerning the environmental impact of industrial robots and offers new perspectives and strategies for BRI countries to achieve low-carbon development goals. These findings contribute significant theoretical and practical value to global environmental protection and sustainable development.

Green cell scheduling and performance management of manufacturing system based on heat loss optimization

Heat loss is an important loss in the manufacturing process, which has a significant impact on the overall system performance and resource utilization efficiency. Therefore, optimizing heat loss can not only improve manufacturing efficiency, but also promote the green transformation of enterprises. The purpose of this paper is to explore the green unit scheduling and performance management strategy of manufacturing system based on heat loss optimization, so as to improve the energy efficiency and overall performance of manufacturing system. A new scheduling model is proposed, which combines heat loss analysis with green management strategy. By using multi-objective optimization algorithm, the scheduling of manufacturing cells is optimized, focusing on the minimization of heat loss and the maximization of production efficiency. The thermal energy loss characteristics of each process and the operating state of the equipment are considered in the model, and the energy efficiency performance of different scheduling schemes is verified by simulation experiments. The experimental results show that the optimized scheduling scheme significantly reduces the thermal energy loss of the manufacturing system, significantly improves the overall production efficiency, and effectively improves the green performance indicators, including the reduction of energy consumption and waste emission. Through the scheduling and management strategy based on the optimization of heat loss, the green production goal of the manufacturing system is realized. The research of this paper provides a new idea and method for manufacturing enterprises to realize sustainable development while pursuing economic benefit.

Enhancing Employee Performance Through Green Human Resource Management: A Comprehensive Literature Review and Suggestions for Potential Researchers

There is nascent scholarship that report the effects of GHRM on individual performance despite direct and indirect association of GHRM with all dimensions of individual performance have not still been explored as demanded to meet sustainability challenges. To address this void in literature, this study has reviewed 78 papers following a systematic approach focused on the linkage of GHRM with multiple dimensions of individual performance. This review has revealed the scholarship trends investigating the direct and indirect association between GHRM and individual performance via 5 GHRM aspects: green recruitment and selection (GRS), green training and development (GTD), green performance management (GPM), green compensation and rewards (GCR), and green employee involvement (GEI). Individual performance dimensions include green behavior, non-green behavior, job satisfaction, green commitment, and green creativity. It has also found that the direct and mediating effects of GHRM on green behavior are the most researched area among all dimensions. On the other hand, the relationship between GHRM and non-green behavior is the least explored area. Finally, a set of future research potentials have been highlighted. The originality of this paper lies in accumulating previous researches of the relevant area and proposing future research avenues for guiding future researchers in the field of GHRM.

Studying the role of corporate social responsibility, green HRM and green innovation to improve green performance of SMEs

Studying the role of corporate social responsibility, green HRM and green innovation to improve green performance of SMEs

Investigating the mediating role of green performance measurement systems in the nexus between green intellectual capital and environmental performance

Purpose This study aims to propose and examine a conceptual model that shows how green performance measurement systems (GPMS) mediate the relationship between green intellectual capital components and environmental performance. Design/methodology/approach The research surveyed 407 Vietnamese publicly listed companies to gather empirical data. Then, the exploratory factor analysis (EFA) and structural equation modeling (SEM) are used to examine the degree of emphasis firms place on using GPMS to transform green intellectual capital into firm value. Findings The results indicate that both green human capital and green organizational capital have a direct positive impact on environmental performance. On the contrary, the influence of green social capital on environmental performance was found to be indirect through the mediation of GPMS. Practical implications GPMS can be considered a tool that helps managers renew, develop and synchronize their systems to take advantage of green resources in environmental performance improvement. Social implications The effective assimilation of GPMS within industrial entities holds the potential to mitigate air pollution and hazardous waste, thereby ameliorating social conditions for both employees and the neighboring community. Besides that, proficient implementation of GPMS enhances collaborative efforts within the industrial sphere, yielding collective societal benefits. Originality/value This study emphasizes the importance of aligning green intellectual capital with appropriate control mechanisms, such as performance measurement systems, to maximize the benefits derived from these capital resources. The findings provide insights for organizations seeking to enhance their environmental performance and sustainability practices by effectively using their intellectual and social capital while implementing robust measurement systems.

Impacts of institutional pressures and internal abilities on green performance of transport and logistics companies

PurposeTransport and logistics companies (TLCs) have adopted green practices to reduce their emission and waste in support of environmental protection requirements. However, not all green practices of TLCs have resulted in green performance (GP) because of inherent variations in internal abilities and external factors affecting firms in different operational environments. Using institutional (INT) and resource-based view (RBV) theories we develop a model that shows how institutional pressures and internal abilities impact TLCs’ GP.Design/methodology/approach Underpinned by INT and RBV theories, this study utilised structural equation modelling on a cross-sectional survey of 222 TLC firms operating in the Philippines.Findings The study reveals that TLCs’ regulatory compliance, social obligations and competitor pressures have significant direct effects on TLCs’ GP while supplier integration and resource capabilities serially mediate the relationships. The findings indicate that institutional pressures and internal abilities that shape firms’ environmental policies and procedures explain TLCs’ GP.Research limitations/implications As a result of the cross-sectional nature of our data, findings may be time, population and prevailing situation dependent. The long-term validity of the research can be improved if longitudinal design is employed. We collected data from a single respondent considered as the best respondent. However, with time and resource availability, a jury of executives for each company would have been a better alternative respondent.Practical implications The findings of this research provide TLC managers, policymakers and other stakeholders with much-needed guidance for crafting policies and strategies for handling the challenges of caring for the planet and maintaining sustainable operations.Social implications Improving green practices of TLCs to enable waste and emission reductions is critical to the health and well-being of people and the planet. An environment free of pollution will result in fewer health challenges, fewer medical/insurance-related expenses, and, above all, enable a higher quality of life and a more productive workforce.Originality/value Studies have extensively explored the green practices of TLCs as well as the influences of both institutional pressures and internal abilities of TLCs on their green practices. This study identifies critical factors that significantly affect the GP of TLCs and provides a conceptual framework for a better understanding of the dynamics of strategic, tactical and operational issues that TCLs may face in their effort at greening the sector.

Green Human Resource Management and Organizational Performance: Structural Equation Model Evidence from Nekemte Comprehensive Specialized Hospital, Ethiopia

Organizations have been more environmentally conscious in recent years, particularly since the sustainable development target was established worldwide. Consequently, scholars' attention has been drawn to the connection between green human resource management (GHRM) and organizational performance. This study aims to investigate the relationship between organizational performance and green human resource management at Nekemte Comprehensive Specialized Hospital (NCSH), a public hospital located in Nekemte City, east Wallagga zone, Oromia regional state, Ethiopia. Data was gathered using a closed-ended, five-point Likert questionnaire survey in order to meet the study's goals. All 223 questionnaire were received and analyzed using the structural equation modeling (SEM) method. Convergent and discriminant validity tests, as well as construct and composite reliability, were performed on the specified SEM model. The outcome of these tests showed that the SEM model's validity and reliability had been attained. Further, the SEM was checked for model fit indices and it was assured that the model is fit in all aspects. The SEM results revealed positive and significant effects of green reward and compensation (GRC) with a path coefficient of 0.41 (P<0.05) whereas green performance management and appraisal (GPMA) with a path coefficient of 0.48 (P<0.05) on organizational performance (OP) of Nekemte comprehensive specialized hospital. The structural model further revealed that green training and development (GTD) and green reward and compensation (GRC) have a significant effect on green performance management and appraisal (GPMA) with an estimated path coefficient of 0.49 (P<0.05) and 0.52 (P<0.05, respectively. The effect size analysis results indicated that GRC has the largest effect on organizational performance with an estimated path coefficient of 0.55 while GPMA has appeared with an estimated coefficient of 0.45 revealing a medium effect on OP. The result from the mediation analysis has indicated that GPMA has fully mediated between GTD and OP while it partially mediated between GRC and OP. From the econometric results, it is concluded that GHRM practices are positively contributing to the performance of the organization. The overall conclusion of the study is that there are limited GRHM practices that positively contribute to the performance of the hospital. The policy implication is that better organizational performance of the hospital demands the continuous effort of putting GRHM practices at the center of the organizational goal. Further, the dual contribution of GRC and the dual advantage of GPMA need to be well exploited.

How Green Performance Is Affected by Green Talent Management in Tourism and Hospitality Businesses: A Mediation Model

This study investigates the impact of green talent management on green performance, focusing on the mediating roles of green organizational culture and green organizational citizenship behavior. Data were collected from employees of Saudi Arabia’s travel agencies, and 1276 valid responses were analyzed using partial least squares structural equation modeling (PLS-SEM). The findings indicate that green talent management positively influences green performance, green organizational culture, and green organizational citizenship behavior. Additionally, the study demonstrates that green organizational culture and citizenship behavior positively affect green performance and mediate the relationship between green talent management and green performance. This research addresses a gap in the literature on tourism and hospitality, human resources management, and organizational behavior by empirically examining these relationships within Saudi Arabia travel agencies. This study also provides managerial implications for tourism and hospitality businesses, along with limitations and suggestions for future research.

Impact of green performance management on pro-environmental behavior

Impact of green performance management on pro-environmental behavior