Organizational Environmental Performance Research Articles

A Conceptual Analysis of Green Human Resource Management, Green Organizational Culture, and Employee Green Behavior towards Environmental Performance

This research addresses a critical gap in the existing literature on green human resource management (GHRM) practices and their influence on a firm's environmental performance. While scholars have demonstrated the positive correlation between GHRM practices and environmental outcomes, there remains a dearth of studies explicating the mediating roles played by green organizational culture and employee green behavior in this relationship. By proposing a comprehensive conceptualization of environmental performance, this study aims to unravel the intricate mechanisms through which GHRM practices exert their impact. The framework introduced not only bridges the existing gap in GHRM literature but also serves as a foundation for understanding the interconnected dynamics between GHRM, green organizational culture, employee behavior, and environmental performance. This conceptual research offers valuable insights that extend beyond theoretical considerations, providing practical implications for fostering sustainable practices, particularly in the context of emerging economies. It aligns economic goals with environmental objectives, thereby contributing to a holistic understanding of the interplay between human resource practices and environmental sustainability.

Academic Citizenship Behaviour Mediates Between Green Compensations and Rewarding, Green Recruitment and Selection, and Organization Environmental Performance in The Jordanian Government Universities

Academic Citizenship Behaviour Mediates Between Green Compensations and Rewarding, Green Recruitment and Selection, and Organization Environmental Performance in The Jordanian Government Universities

Academic Citizenship Behaviour Mediates Between Green Performance Management, Green Training and Development, and Organization Environmental Performance in The Jordanian Government Universities

Academic Citizenship Behaviour Mediates Between Green Performance Management, Green Training and Development, and Organization Environmental Performance in The Jordanian Government Universities

Manager’s Age, Employee Environmental Passion, and Employee Green Engagement: A Conceptual Framework

Environmental concerns are growing worldwide, especially in the business context, where employee green engagement plays a crucial role in enhancing organizational environmental performance. The purpose of this research is to explore the conceptual link between a manager’s age, employee environmental passion and employee green engagement. The research adopts a systematic literature review methodology. Using the Scopus database, articles were selected for analysis related to employee green engagement published between 2002 and 2023. The study’s findings provide evidence in support of the proposition that a manager’s age has a significant impact on employee green engagement, with younger managers fostering environmental passion and encouraging eco-friendly activities. Employee environmental passion plays a significant role in this relationship. This research contributes to the conceptualization of employee green engagement and highlights the importance of organizational factors, such as a manager’s age and employee environmental passion, in shaping sustainable practices. Organizations can enhance environmental sustainability by engaging employees in sustainability initiatives. This study contributes novelty by shedding light on the motivational drivers that encourage employees to actively engage in green initiatives. The research provides valuable insights for organizations to create sustainable work environments and address critical environmental concerns, making it a valuable addition to the field of sustainability research.

Improving Environmental Performance Through Innovative Academic Citizenship Behaviour: Green Training And Development, Green Recruitment And Selection As Antecedents In Jordanian Government University

Abstract Education institutions are thought to be largely responsible for environmental pollution even though businesses of all shapes and sizes contribute to this issue. This research explores how important factors might help government universities in Jordan develop and implement green innovation. It seeks also to examine whether the academic citizenship behaviour is a mediating variable that explains the connection between green training and development, green recruitment and selection, and organization environmental performance. Accordingly, an email survey was conducted to collect responses from 404 employees in the Jordanian Government universities. The study used contemporary variance-based structural equation modelling (Amos-SEM) for data analysis and hypothesis testing. The obtained results indicated a positive association between green training and development and two variables, namely academic citizenship behaviour, and organization environmental performance. They also indicated a positive association between green recruitment and selection and two variables, namely, academic citizenship behaviour and organization environmental performance. As well as between academic citizenship behaviour and organization environmental performance. Furthermore, they showed mediating effects of academic citizenship behaviour in the relationship between green training and development and organization environmental performance and between green recruitment and selection and organization environmental performance. This paper helps to provide insights to HRM practitioners, shedding light on the importance of Green HRM practices and their role in enhancing organization environmental performance.

The Role of Green Intellectual Capital Towards Masuliyyah Improving Environmental

Environmentally, the company tries to achieve a level of environmental protection as part of the organization's sustainability goals. Meanwhile, socially, companies must also benefit society so that their existence gains social legitimacy. This research examines the influence of Green Intellectual Capital (GIC) towards Masuliyyah Improving Environmental Performance. In its implementation, green intellectual capital consists of Green Structural Capital (GSC), Green Human Capital (GHC), and Green Relational Capital (GRC), which reflect the intangible assets owned by the company, including knowledge, wisdom, experience, and innovation with attention to environmental welfare. This research is related to abstract ideas or theories and is often used to develop new concepts or provide new interpretations of existing theories. Through comprehensive literature analysis, this kind of research can produce research models that can be developed in further empirical research. The role of Masuliyyah green intellectual capital is environmentally friendly sustainability of human capital, the impression felt by organizational elements in their journey to discover and build organizational knowledge and improve the organization's environmental performance by focusing on needs, comfort, and a sustainable environment, but also providing the meaning of learning, innovation, maintaining friendly environment, support and attention to organizational elements to achieve common goals towards masuliyyah improving environmental performance.

Green supply chain management practices and implementation in the construction industry

This study aims to define and describe Green Supply Chain Management (GSCM) in the construction industry. GSCM is one of the most critical initiatives for integrating environmental factors into supply chain management. It aids in the reduction of carbon emissions and the improvement of organizational environmental performance. As a result, most construction organizations have included GSCM in their strategic planning. Barriers and problems are predicted to exist in the execution or operational process of GSCM in construction or building firms, as in the case of radical innovations. As a result, organizations must identify any potential hurdles to GSCM implementation and develop strategies for achieving success. This study undertakes a complete literature evaluation on GSCM procedures to address the difficulties of establishing a conceptual framework. According to the data, the biggest weaknesses or disorders to applying GSCM canister are divided into five categories: expertise, information and facts, funds, contract out, administration, and supervision. Moreover, uppermost managing commitment, variated in present strategies and know-hows, expanded consciousness of harmless to the ecosystem matters, preparing and instruction, and executing effective materials and waste administration frameworks are systems to improve GSCM performances in building organizations. To successfully implement GSCM in construction firms, the provided framework can be used to recognize the crucial mechanisms of GSCM and self-assessment of obstacles and policies.

Impact of Diversity Management on Work Behaviour: HRM Role

The study aims to determine the relationship of workforce diversity with the intention of employees to develop them and the broad performance of the organization. this study explores the multifaceted relationship between diversity management initiatives and work behaviour within organizational settings. With the global workforce becoming increasingly diverse, organizations are recognizing the importance of fostering inclusive environments to leverage the unique perspectives and talents of employees from various backgrounds. The research investigates the strategies and practices employed by organizations to manage diversity and their influence on employee behaviour. Hypotheses are developed and a research framework is prepared with a view to explore the stated relationship. A self-administered questionnaire was employed for accumulating primary data and correlation analysis was used to comprehend the relationship among the variables. Positive relationship of diversity management was recognized with both organizational performance and employee development. The study can be helpful for the business administrators to ascertain the need of diversity management so that a sound environment of accepting changes can be ensured and organizational environmental performance can be boosted.

GROWING GREENER: A BIBLIOMETRIC ANALYSIS OF TRENDS IN GREEN HUMAN RESOURCE MANAGEMENT RESEARCH

A new area of study in the field of human resource management (HRM) has evolved as academic interest in the environment has increased. The objective of this paper is to investigate the geographical dispersion, magnitude and development of the knowledge foundation by pinpointing noteworthy writers, publications, terminologies, and periodicals while evaluating present-day written works and cognitive frameworks and emphasizing prevalent patterns of research on green human resource management (GHRM). Using a bibliometric technique, the intellectual framework of the GHRM research is examined. Findings suggest four clusters in the bibliographic coupling analysis presented in environmental management (cluster 1), employee behaviour towards organizational environmental performance (cluster 2), organizational citizenship behaviour towards the environment (cluster 3), and green supply chain management (cluster 4). The implications of this study suggest that GHRM is crucial to the theoretical and managerial aspects of human resource management for sustainable development.

Correlation Study of Organizational Culture with Environmental Performance of Small and Medium Enterprises in East Java, Indonesia

The development of the business world today has triggered the emergence of micro, small and medium businesses that exist in the global economy and offer a variety of food and beverage products that vary based on the market. This indirectly triggers competition between business actors and has the potential to trigger environmental damage if not taken seriously. This also increases the risk of environmental damage around the business location and environmental damage throughout Indonesia. Some efforts that can be made to overcome this are by implementing organizational culture at the business level. This study aims to analyse the relationship between organizational culture and environmental performance within small and medium enterprises in East Java. The type of research used is causal research. The research sample was as many as 400 respondents who fulfilled the research criteria. For the sampling technique, probability sampling was used with a cluster random sampling approach. The variables in this study are organizational culture and environmental performance. The data collection technique used in this study was a questionnaire. The data analysis method used in this research is descriptive statistics, classical assumption test, path analysis, F test and coefficient of determination test. Based on the results of the study, it can be concluded that there is no correlation between organizational culture and environmental performance in small and medium enterprises in the East Java region with a critical ratio (CR) value of 1.011 (smaller than 1,96) and a significance value (p-value) of 0,312

Enhancing Organisational Environmental Performance through the Implementation of Green Human Resource Management: A Literature Review

The primary objective of research is to classify the available literature, focusing on the significance of green human resource management (GHRM) practices in relation to environmental management and organisational sustainability. The objective of this research is to examine the influence of human resource management practices, including training and development, performance appraisal, and reward and compensation, on the long-term viability of organisations. This investigation also aims to explore the mediating effect of environmental performance in this relationship.

How do Employee Green Behaviour, and Green HRM affect Environmental Performance? The Role of Green Innovation and Moral Credit

At this time, there has been an increasing emphasis devoted to the actions and behaviour of employees at their places of employment as a major factor of environmental issues. Because of this, organizations are starting to implement a wide variety of programs aimed at protecting the environment and implementing green approaches. Moreover, the factors that determine employees' green behaviour (EGB) and green human resource management (GHRM) still need further exploration. The current study gives an understanding by exploring the factors that influence green innovation (GI) and the environmental performance of organizations (OEP). This study data was acquired from 545 employees working in Malaysia's manufacturing sector using the quantitative research approach, and further, it was examined using PLS-SEM. In addition, it was determined that EGB, GHRM, and GI all had a significant positive relationship with OEP. It is important to note that (GI) also acts as a mediator in the interaction between EGB, GHRM, and OEP. Moreover, the association between GI and OEP has been investigated with moral credit serving as a moderator, and the findings confirmed the positive association. Looking at these relationships with OEP and GI to assess their mediation effects is a unique element of this study that significantly contributes to the existing body of research on EGB and GHRM. Furthermore, it provides directions for decision-makers on optimizing green employee behaviour and human resource management in their workplaces, ultimately leading to green innovation to improve organizational environmental performance. Keywords: Employee green behaviour; green human resource management; green innovation; moral credit; organizational environmental performance.

SUSTAINABLE LEADERSHIP AND PERFORMANCE OF SMS BUSINESSES IN TANZANIAS ILALA DISTRICT: THE MEDIATING ROLE OF ORGANIZATIONAL LEARNING

This study aimed to identify leadership practices that contribute to Ilala, Tanzanias SME success and sustainability. The study examined how sustainable leadership affected Tanzanias Ilala SMEs long-term performance. The study focuses on successful SME leaders in micro, small, medium, and large firms with one to 100 employees and 5 million to 800 million Tanzanian shillings in capital investment (Tshs). This study links variables using quantitative data. Validate the models accuracy. Using t-tests and path values, PLS validates hypotheses. We concluded from the data: Research shows that organizational learning affects SMEs long-term leadership. Sustainable leadership improved Tanzanias Ilala SMEs social performance. The research found that sustainable leadership helped SMEs in Tanzanias Ilala region. Organizational learning improves SMEs long-term social performance in Tanzanias Ilala. According to research, sustainable leadership does not affect economic success. Sustainable leadership seems to indirectly promote sustainable economic success. Organizational learning moderates sustainable leadership and environmental performance. Organizational learning (OL) alters the link between sustainable leadership (SL) and sustainable social performance (SSP). Organizational learning (SECP) moderates sustainable leadership and economic performance. The government may promote leadership development. Training and mentoring can make SMEs more productive and sustainable.

Nurturing Sustainability: Exploring the Link between Organizational Green Culture and Environmental Performance in the Public Sector Universities of Sindh

Universities help the economy, budget, and green innovation. Academic competitions have increased this trend. Thus, a thorough study of green innovation's origins in the organization's region would improve theoretical frameworks and actual implementations. Several studies have examined green performance, organizational green culture (OGC), and green innovation. Their relationship was unknown. This study explored their correlation. Negotiation was essential to the research. This study used green innovation as a mediator. This study investigates how organizational green culture (OGC) affects green performance, with a focus on green innovation. Data from public universities were used in this investigation. Surveys were disseminated by public universities. A total of 198 faculty members participated in the study by completing 200 questionnaires, resulting in a response rate of 99%. Correlation and regression showed a positive relationship between OGC (organizational green commitment) and green performance. All variables also showed favorable connections. The regression study shows a favorable association between green innovation, organizational green culture (OGC), and green performance. This study, like others, has limitations. Regional scope limits this investigation. This study did not explore the generalizability of its findings to other institutions in the same association or to public university statistics from Sindh and other Pakistani provinces. 200 workers limited the study.The study found a quantitatively significant correlation between organizational green culture and green performance. Organizational green culture increases green performance. This empirical study on corporate culture and creativity examines untapped green environmental challenges. This analysis explains the relationships by understanding the green innovation method's mediating role. To fill a research gap, this study focuses on Sindh's education sector, which significantly contributes to Pakistan's economy.

Can Organizational Culture Encourage Corporate Social Responsibility and Improve Environmental Performance in [B]³ Companies?

Organizational culture is one of the resources used by companies to obtain competitive advantage and organizational sustainability, whether by financial, social or environmental efficiency (Chatman & O’Reilly, 2016; Dyck et al., 2019). Another resource that is being encouraged to try and achieve sustainability is Corporate Social Responsibility (CSR), which can be facilitated or inhibited by organizational culture (Leandro & Rebelo, 2011; Shanak et al., 2020). Therefore, this study aims to analyze the relationship of organizational culture and CSR practices on environmental performance in companies listed on [B]³ (Brasil, Bolsa, Balcão), São Paulo’s stock exchange. The results indicated that there are no direct relations between organizational culture, environmental performance and the mediating effect; however, at the significance level of 10%, companies with high polluting potential become more harmful to the environment when there is a predominance of market and hierarchical culture.

Improving Organizational Sustainable Performance of Organizations Through Green Training

It is necessary to equip employees with green abilities as well as to develop their dedication towards green behaviour, in order to improve an organization's environmental performance. The purpose of this research is to evaluate the direct impact of green training on organizational environmental performance (OEP) and the mediating effect of organizational citizenship behaviour on the environment (OCBE). The study is based on responses from 107 employees of the IT sector in India. The findings suggest that green training has a significant positive impact on the organizational environmental performance, and that the impact is strengthened by organizational citizenship behaviour towards the environment. The findings are of particular importance given the growing importance of sustainability in the organizational context.

Intervening Role of Sustainability Practices in the Nexuses of Responsible Leadership and Environmental, Task, and Contextual Performance

Purpose: The current study assessed the function of responsible leadership in the banking industry using the stakeholder theory. The current study also looks into the connection between responsible leadership and task, contextual, and environmental performance.
 Methodology: The banking industry's 389 branch employees, including branch managers, business development officers, general banking officers, branch operation managers, cash officers, and relationship managers, were surveyed using a survey questionnaire approach to gather data. Mplus was used to analyze the data using the structural equation modeling method.
 Findings: The study's findings showed that ethical leadership had a direct influence on a firm's environmental (0.204), task (0.365), and contextual performance (0.188), as well as indirect effects through varied sustainability policies.
 Implications: it implies the significance of sustainable policies concerning responsible leadership and a company's success. The current study is a pioneering effort that added to the body of knowledge on the relationship between organizational tasks, contextual performance, and environmental performance in Pakistan's banking industry. It also evaluated the role of sustainability strategies in the interim.

Role of green intellectual capital and top management commitment in organizational environmental performance and reputation: Moderating role of pro-environmental behavior

Several studies have postulated unique strategies and models to counter climate change challenges and achieve sustainable development goals. However, rare scholarships have focused on the green aspect of intellectual capital by integrating pro-environmental behavior for firms' environmental performance. The current study postulates that green intellectual capital and top management commitment strengthen organizational capabilities to adhere to environmental performance standards and ensure that their operations are causing the least harm to nature. Such achievements cultivate a favorable reputation for businesses in the market, enabling the firm to dominate others. The findings also suggest that pro-environmental behavior is a catalyst and bolsters the strength of the relationship between green intellectual capital, top-management commitment, and firm environmental performance. Stakeholders in environmental policy and management can benefit from this study's findings by understanding how they can add value to their businesses. It adds to the body of knowledge by explaining why and how companies should coordinate their green resources with the proper infrastructure for maximum efficiency. It is accomplished by embedding resource-based and social cognition theories within management accounting and intellectual capital settings.

Board gender diversity and organizational environmental performance: An international perspective

Organizations can play a significant role in advancing gender equality and environmental sustainability. Increasing the number of women on corporate boards has been offered as a means to increase organizational environmental sustainability. We examined relations between board gender diversity and organizational environmental performance in two studies. The first study examined board gender diversity's relations to corporate environmental sustainability initiatives for 79 largest Turkish organizations. Even though only a small proportion of directors among Turkish organizations are women, the results linked their representation on corporate boards to better environmental performance for all categories of environmental sustainability. The second study examined board gender diversity-corporate environmental performance relations using a sample of 1,776 organizations from 45 countries and representing 8 cultural clusters, greatly expanding the cross-cultural scope of our research. Board gender diversity correlated positively with overall environmental performance (r = 0.26), however there was much variability by country. Gender gap/parity at the national level did not appreciably influence board gender diversity-environmental performance associations. However, there were systematic differences between cultural clusters countries belonged to. Associations were positive and sizable for Anglo, Latin Europe, and Middle Eastern cultural clusters, negligible for Nordic Europe, Eastern Europe, and Confucian Asia cultural clusters, or mostly negligible with great variability for the Southern Asian cultural cluster. Findings highlight the important role that national context and culture play in how women's representation on corporate boards translates or fails to translate into organizational environmental sustainability performance.

ACTUARIAL PROFIT IN THE CONTEXT OF ECO-AUDITING

The efficiency of economic activity of organizations is currently not evaluated only by financial results, but is also determined by the environmental consequences of entrepreneurship. In this regard, the eco-audit is important, which ultimately provides a reasonable opinion about the environmental activity. The article discusses the improvement of information on the formation of actuarial profits, arising from the environmental performance of organizations in the context of eco-auditing. In particular, proposals are made for the accounting of future financial flows aimed at environmental activities at the present value, by which the environmental obligations of organizations are presented with more reliable estimates in the published financial reports. Accountability of environmental financial obligations at present value not only increases the credibility of the eco-audit conclusion, but also improves the financial audit carried out in organizations.