Green Transformational Leadership Research Articles

Modelling the Combined Effect of Green Leadership and Human Resource Management in Moving to Green Supply Chain Performance Enhancement in Saudi Arabia

Previous research has been limited in examining the causal relationship between green transformational leadership (GTL) and green supply chain management (GSCM), with the intermediary influence of green human resource management (GHRM), within the pharmaceutical sector of the Kingdom of Saudi Arabia (KSA). This gap persisted despite the recognition in Saudi Vision 2030 of logistics, specifically, supply chain management (SCM), as fundamental to the national development agenda, given that contemporary competitiveness lies in the efficacy of supply chains (SCs) rather than individual companies. Moreover, the achievement of economic progress hinges significantly on how well these accomplishments align with sustainability demands and obstacles. This paper aims to investigate the extent to which GTL fosters GRHM practices to enhance the maturity of GSCM performance in the pharmaceutical industry in the KSA. In other words, the research goal is to explain the variance of GSCM due to GHRM and GTL. Drawing upon the Resource-Based View (RBV) and the Ability–Motivation–Opportunity theory (AMO), GTL can enhance many aspects of GHRM, such as employee performance measurement, training content design, recruitment criteria, and green-based rewards policies, which positively influence GSCM practices. The methodology employed is deductive and translated into a questionnaire derived from a comprehensive review of the existing literature. This questionnaire was subsequently tested through the collection of 111 responses from pharmaceutical companies operating in the KSA. The results show the critical effects of GTL and GHRM on GSCM in this sector. The research provides fresh theoretical perspectives and actionable recommendations based on the outcomes. As for originality, this research explores the contribution of transformational leadership and green human resource management in enhancing SC sustainability. The research provides directions for future research to investigate the mediating or moderating impacts of other significant factors, such as green thinking or eco-friendly behaviour, on SCM sustainability. As for practical implications, this research came up with an in-depth understanding of SC managers and professionals regarding their practices related to sustainability.

How to encourage food waste reduction in kitchen brigades: The underlying role of ‘green’ transformational leadership and employees' self-efficacy

Although significant amounts of food are wasted in professional kitchens, research on food waste behaviour among kitchen employees is limited. This study plugs this knowledge gap by examining the determinants of food waste reduction among members of kitchen brigades. The survey (n = 208) results collected in Poland and analysed with Partial Least Squares Structural Equation Modelling (PLS-SEM) demonstrate the importance of such external/organisational i.e., green transformational leadership and supervisory support, and internal/personal i.e., self-efficacy and attitudes towards food waste reduction, factors in encouraging food waste management by kitchen staff. The results also show that green organisational climate does not influence innovative and collaborative food waste behaviour of kitchen employees, but their self-efficacy and supervisory support do. The study's results suggest that, to manage food waste in professional kitchens more effectively, hospitality organisations should (1) embed the goal of food waste mitigation in organisational values; (2) empower supervisors to encourage food waste reduction among staff; and (3) facilitate pro-environmental innovation and collaboration among kitchen employees.

The Influence of Green Leadership and Entrepreneurship on the Sustainability of Manufacturing Companies: Mediation of Green Innovation and Knowledge Management

<em>The industrial sector is one of the main contributors to Indonesia's economic development and GDP. However, the growth of the manufacturing industry cannot be separated from negative effects such as waste or emissions produced. The industrial sector is under pressure to immediately reduce the impact of its production emissions and waste on the environment. It needs to transform in a greener direction to improve the company's sustainability performance which consists of 3 aspects, namely economic, environmental, and social. This research will examine the influence of green transformational leadership, knowledge-oriented leadership, and green entrepreneurial orientation on corporate sustainability performance through the mediating role of green innovation and knowledge management processes. The research will be carried out using qualitative methods on 133 manufacturing industries in Indonesia with Structural Equation Modeling (SEM) analysis with the Partial Least Square (PLS) method to test the hypothesis. The results of this research show that the role of mediation has a positive influence on the company's sustainability performance, especially the knowledge management process which can act as a mediator between green transformational leadership, knowledge-oriented leadership, and green entrepreneurial orientation and the company's sustainability performance.</em>

Pengaruh Green Human Resource Management, Green Transformational Leadership, dan Green Organizational Culture Terhadap Green Employee Behavior pada PT Shinta Konveksi di Boyolali

This study's overarching goal is to dissect how PT Shinta Konveksi's Boyolali location's green HRM, green transformational leadership, and green organizational culture affect green employee behavior. This study relies on numerical data. All 180 workers of PT Shinta Konveksi made up the study's population. Probability sampling is used as a sample approach in this study. There were 125 participants in this research, and the sampling method utilized was simple random sampling. Primary data is required for this study. This study's primary data came from surveys given out to employees at PT Shinta Konveksi Boyolali. In this study, the Structural Equation Model (SEM) with partial least squares (Smart-PLS) was used for data analysis. This study's findings demonstrate a favorable and statistically significant relationship between Green HRM and Green Employee Behavior. This is supported by the fact that the original sample value was 0.250, the value of t-statistic was 3.609 (higher than 1.96), and the value of p-value was as large as 0.000 (less than 0.05). Employees' Green Behavior is Positively and Significantly Affected by Green Transformational Leadership. The results show that this is true: the original sample value was 0.338, the t-statistic was 4.642 (higher than 1.96), and the p-value was as large as 0.000 (less than 0.05). Green employee behavior is positively and significantly impacted by green organizational culture. The fact that the value of the original sample was 0.425, the value of the t-statistic was 4.114 (higher than 1.96), and the value of the p-value was as large as 0.000 (less than 0.05) establish this.

Examining Green Transformation In Nepalese Human Resource Management Practices

Purpose: This study examines the variables influencing the implementation of environmentally friendly practices in organizations and to examinining the relationships between green transformational leadership, personal moral principles, green management of human resources, green commitment, with employee green behavior.
 Methodology: The study used a descriptive and causal research approach. The study used primary data with a questionnaire based on stratified random sampling techiniques, collected from a sample of 393 respondents consisting of employed personnel from both public and private sectors, encompassing banking and non-banking and college campuses. The study used Pearson’s correlation and regression analysis method to analyze data using the SPSS tool.
 Findings and Conclusion: The study reveals a signicant relationship of personal moral norms (0.800), green human resource management (0.749), green transformational leadership (.815), green commitment (.810) with employees green behaviour. These factors account for essential differences in employees’ involvement in environmentally conscious actions. The regression analysis determines the significant predictive capability of these parameters with green commitment being particularly prominent.
 Implications: These findings emphasize the solid empirical evidence of the study’s results, establishing a quantitative basis for the interrelatedness of personal beliefs, organizational practices, leadership styles, and employee participation in environmentally sustainable behaviors. The practical implications for organizations are enhanced by including quantitative evidence, highlighting the importance of dedication and strategic leadership in achieving long-lasting effects on a sustainable workplace. Further research in green behavior is essential, and the qualitative observation method is recommended for future researchers.

Harnessing green innovation via green transformational leadership in Italian luxury hotels: Key strategic takeaways

The increasing focus on environmental issues has resulted in the widespread acceptance and prominence of green innovation. However, existing literature on hotel management has overlooked exploring the key factors that drive green innovation specifically through the mediating mechanisms of green dynamic capability (GDC) and green environmental orientation (GEO). To fill the gap in the existing hospitality literature this study utilized the natural resource-based view (NRBV) to investigate the correlation between green transformational leadership (GTL) and green innovation (GI). Two research studies were carried out in Italian luxury hotels to assess the efficacy of the theoretical framework. The research findings emphasize that the enhancement of a hotel’s GDC and GEO can be facilitated by providing GTL. This in turn may lead to the enhancement of GI which improves the CA and GP of a hotel.

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.

Energy Efficiency Measures in Public Sector: An Empirical Analysis of the Determinants of Adoption of Low-Cost Energy Efficiency

This research delves into the intricate interplay between leadership styles, eco-innovation, and energy efficiency in the Indonesian public sector, examining the roles of green transformational leadership and ethical leadership. Acknowledging the pivotal role of public sector institutions in fostering sustainable practices, the study addresses the ongoing debate surrounding the efficacy of these leadership styles in the context of eco-innovation and energy efficiency. Using a quantitative research approach, data was collected from 227 faculty members across various Indonesian public sector institutions through a questionnaire. SmartPLS 4 software was employed for data analysis. The findings reveal that green transformational leadership positively influences eco-innovation, yet it does not directly impact energy efficiency. Conversely, ethical leadership does not directly drive eco-innovation but demonstrates a positive association with energy efficiency. Eco-innovation emerges as a direct contributor to energy efficiency. Significantly, the research identifies eco-innovation as a mediator between green transformational leadership and energy efficiency. However, this mediating effect is not observed in the relationship between ethical leadership and energy efficiency. The study underscores the need for leadership emphasizing environmental consciousness and ethics, coupled with the promotion of eco-innovation, to effectively attain sustainability and energy efficiency objectives within the Indonesian public sector.

The future of healthcare: green transformational leadership and GHRM’s role in sustainable performance

PurposeOrganizations have increasingly been compelled to engage in ecological businesses in recent decades, necessitating identifying environmental practices contributing to enhanced sustainability. One of the main reasons for doing this research is to see how far down the path to green transformational leadership (GTFL) in Green Human Resource Management (GHRM) practices in the healthcare industry in Pakistan. Additionally, this research aims to analyze how this change affects the long-term success of businesses in sustainable performance (SP).Design/methodology/approachTo identify factors related to the study variables, the research utilized master journals, as well as the Web of Science and Scopus databases. The ISM-DEMATEL (Interpretive Structural Modeling - Decision Making Trial and Evaluation Laboratory) technique was employed to establish a hierarchical model. This model facilitated the identification of cause-and-effect relationships among factors, which were further elucidated using the DEMATEL interrelationship diagram.FindingsThe analysis of the results indicates that Green Training (F4), Green Job Analysis (F1), Intellectual Stimulation (F10), and Green Product Innovation (F9) are the primary factors that have a significant impact on achieving Environmental Policies and Regulations (F13), and Subjective Environment Norms (F14) of SP factors.Research limitations/implicationsThe study is implemented in the healthcare industry of Pakistan, with a focus on practical and managerial aspects. It encourages managers to develop and adapt their human resources policies and environmental strategies. Implementing safety health standards is crucial to mitigate the detrimental effects on the environment. The research was carried out during the period of the pandemic. The scope of this study was restricted to the healthcare industry in Pakistan.Originality/valueIn order to improve SP, this study presents a unique strategy combining sustainability into decision-making procedures with the function of GTFL in GHRM. Implementing safety health standards is crucial to mitigate the detrimental effects on the environment.

Green leadership in manufacturing industry: Unveiling the green Revolution's impact on organizational performance

This study aims to analyze the role of green transformational leadership and human resource management in organizational performance with the mediating effect of green innovation. The study also proposes the moderating role of commitment to management change. The study used a quantitative research method with a random sampling technique and surveyed 235 managers from the Cement industry across Pakistan. The statistical techniques used to assess the study's hypotheses were partial least squares structural equation modeling (PLS-SEM) and SPSS. The findings show that green transformational leadership and HRM positively impact organizational performance, with green innovation partially mediating effect. Furthermore, affective commitment to management change strongly moderates the relationship between green innovation and organizational performance. In addition, the proposed relationship is based on the resource-based view (RBV) theory. Therefore, Managers and executives should adopt green principles and practices and build an environmentally friendly culture that encourages employees to engage in green behaviors and activities to improve organizational performance. To successfully implement green practices in a developing country like Pakistan, the Cement sector must understand how the cement industry improves its performance and whether employees demonstrate green innovation.

How to Facilitate Employee's Workplace Environmental-Friendly Behavior: The Joint Impact of Green Transformational Leadership and Green Human Resource Management

How to Facilitate Employee's Workplace Environmental-Friendly Behavior: The Joint Impact of Green Transformational Leadership and Green Human Resource Management

Exploring the Effects of Green Transformational Leadership on Job Satisfaction in Pakistan's Pharmaceutical Industry: The Mediating Role of Intention

This study investigates the relationship between green transformational leadership (GTL), job satisfaction (JS), and the mediating role of 'intention' in Pakistan's pharmaceutical industry within the framework of the resource-based view (RBV) theory. The research uncovers that GTL, encompassing environmental consciousness, ethical conduct, and innovation, is a unique organizational resource that shapes employees' intentions toward embracing sustainable practices. A quantitative methodology was adopted to achieve the aims of the study. Data were collected through an online survey to manage the data (418 valid responses), and Smart-PLS structural equation modeling (PLS-SEM) was employed to hypothesize a model. The results demonstrate that GTL had little significant direct effect on JS. This study also found that intention has a full mediation effect between GTL and JS. Additionally, the study found that the correlation among GTL is affected by JS and intention. This study contributes to the literature and body of knowledge on green human resource management and organizational behavior through the lens of RBV theory.

Navigating sustainable project management in construction: Exploring the differential impact of coercive pressures and ethical responsibility using importance-performance matrix analysis (IPMA)

This study explores the primary drivers influencing sustainable project management (SPM) practices in the construction industry. This research study seeks to determine whether firms are primarily motivated by external pressures or internal values when embracing SPM practices. In doing so, this study contributes to the ongoing discourse on SPM drivers by considering coercive pressures (CP), ethical responsibility (ER), and green transformational leadership (GTL) as critical enablers facilitating a firm’s adoption of SPM practices. Based on data from 196 project management practitioners in Pakistan, structural equation modeling (PLS-SEM) was employed to test the hypothesized relationships. Results highlight that CP influences the management of sustainability practices in construction projects, signifying firms’ concern for securing legitimacy from various institutional actors. As an ‘intrinsic value’, ER emerges as a significant motivator for ecological stewardship, driven by a genuine commitment to promoting sustainable development. This study also unveils the significant moderating effect of GTL on the association among CP, ER, and SPM. Lastly, the results of IMPA reveal that ER slightly performs better than CP as it helps firms internalize the essence of sustainability. This research study expands our understanding of SPM drivers in construction projects by exploring the differential impact of external pressures and the firm’s intrinsic values. These findings provide valuable insights for policymakers and practitioners, aiding them in promoting SPM to attain sustainable development goals.

The prolificacy of green transformational leadership in shaping employee green behavior during times of crises in small and medium enterprises: a moderated mediation model.

Besides various other potent efforts to contain and consolidate, post-pandemic crisis management requires an adequate display of green transformational leadership. Green transformational leaders exhibit a formidable commitment to sustainability in making managerial choices and subsequently inspiring and motivating their employees to participate vigorously in the ensuing green initiatives. Such initiatives could profoundly help organizations adjust to shifting market situations, follow requirements, and preserve stakeholder trust. While making appeals to the central tenants of the transformation leadership theory, social exchange theory, and the social cognition theory, the study examines the impact of green transformational leadership on employees' green behaviors during times of crises using employees' self-esteem as a mediator and work engagement as the critical moderator. The relevant context of the study has been the small and medium enterprises of Saudi Arabia. Data from 232 SMEs employing less than 250 employees selected through convenience sampling was collected using structured questionnaires. After performing hierarchical regression modeling using SPSS 23, macro V4 model 58, and Amos 24, it has been found that green transformational leadership is positively associated with employees' green behaviors, with self-esteem and work engagement acting as significant mediating and moderating conditions, respectively. Besides, providing firsthand empirical evidence on the impact of green transformational leadership on employees' green behaviors, in unique industrial (SMEs), contextual (times of crises), and regional (Middle Eastern) settings, the study offers useful implications to the managers aspiring to enhance the sustainable performance of their firms through maturing green behaviors among their employees.

Green Training, Green Recruitment, and Green Transformational Leadership on Employee Performance in Retail Store

Purpose: This study aims to investigate how green training, green recruitment, and green transformational leadership affect employee performance at self-service retail in Yogyakarta, Indonesia.
 Study design: The study was carried out with a quantitative methodology, application of a quantitative research strategy, specifically by giving respondents questionnaires. There are 214.000 responders in this research population, while with the slovin formulation a sample of 178 respondents was obtained. The Cluster Sampling technique is applied in Probability Sampling to take the sample. Utilizing the Variance Based Structural Equation Modeling (SEM) methodology, the SmartPLS program version 4.0 was tested for validity and reliability using an analytical tool.
 Findings: The research results show that Green Training has a significant positive effect on Employee Performance, Green Recruitment has a significant positive effect on Employee Performance and Green Transformational Leadership has no significant effect on Employee Performance.
 Originality/value: This research contributes to research on retail companies where research is very rarely conducted, especially on green management research, from an employee perspective.

Environmental Corporate Social Responsibility and Environmental Performance: The Role of Green Human Resource Management and Green Transformational Leadership

The environment issue is currently receiving a lot of attention due to the trend of economic development associated with environmental protection, especially in developing countries. Therefore, this study investigates the relationships between environmental corporate social responsibility (ESCR), green human resource management (GHRM), green transformational leadership (GTL), and environmental performance (EP) in Vietnamese manufacturing companies. The study uses partial least squares structural equation modelling (PLS-SEM) to analyze data from 168 managers who are working in Vietnamese manufacturing companies. The study results show that the ECSR positively impacts GHRM, and GHRM positively impacts EP. Furthermore, ECSR has an indirect effect on EP via the mediating role of GHRM, and the influence of GHRM on EP is moderated by GTL. Finally, the findings empirically contribute to the body of literature in the context of ECSR, EP, GHRM, and GTL, utilizing the natural resource-based view theory and the Ability, Motivation, and Opportunity (AMO) theory.

Impact of Green Transformational Leadership on Employee Green Behavior : A PLS-SEM Approach

Impact of Green Transformational Leadership on Employee Green Behavior : A PLS-SEM Approach

Does green transformational leadership reinforce green creativity? The mediating roles of green organizational culture and green mindfulness

PurposeUtilising componential theory of creativity the study aims to examines the roles of green transformational leadership, organizational culture and green mindfulness as antecedents of green creativity.Design/methodology/approachA three-wave data collection method was used to collect data from the 304 hotel employees belonging to hotels located in the tourist’s location of India. The study used PROCESS macro to test the hypothesized model.FindingsThe results found a significant serial mediating effect of green organizational culture and green mindfulness for strengthening the association between green transformational leadership and green creativity.Practical implicationsThe study establishes that a transformational leadership can bring about a much-needed green turnaround and thus makes significant practical contribution. As customers are becoming environmentally conscious, the industry can translate the green practices and motivate their subordinates by exhibiting the environmentally conscious behaviour and exhibit the same in their actions at work.Originality/valueThe current research work expands the body of literature on green transformational leadership and green creativity nexus in tourism and hospitality industry by exploring the boundary condition that increases the strength of this relationship.

How managers’ green transformational leadership affects green resilient supply chain: The moderating impact of green ambidexterity and green innovation

How managers’ green transformational leadership affects green resilient supply chain: The moderating impact of green ambidexterity and green innovation

How and when does green transformational leadership affect environmental performance

How and when does green transformational leadership affect environmental performance