Organizational Environmental Performance Research Articles

Organizational Environmental Culture, Environmental Sustainability and Performance: The Mediating Role of Green HRM and Green Innovation

This study investigated Environmental Sustainability (ES) and Environmental Performance (EP) through the direct and indirect use of Organizational Environmental Culture (OEC). This study focused on top managers, namely, the CEOs and directors of SMEs, along with their middle managers. In this study, the researchers employed green HRM and Green Innovation (GI) as mediators. We applied a quantitative approach that utilized cross-sectional data collected from Saudi Arabian Small and Medium-sized Enterprises (SMEs). We used a survey questionnaire with a convenience sampling technique and succeeded in obtaining replies from 236 respondents. By using the Structural Equation Model (SEM), this study’s findings demonstrate that OEC has a positive and significant effect on green HRM and GI. This study’s findings support the development of policies that promote ES and EP through green environmental practices. Further, green HRM and GI are significant predictors of ES and EP. This study’s findings also show that green HRM and GI have a mediating effect in developing the associations between OEC and ES and EP. Ultimately, this study’s findings make a significant contribution to the depth of the empirical evidence about SMEs in the context of Saudi Arabia.

Make it their Decisions, not your Directives: Exploring Required Green Competencies for Employee Ecological Behaviour

AbstractBackground and Purpose:A growing body of evidence confirms that employee ecological behaviour (EEB) is the most critical factor indicating organisational competitive advantage and environmental performance. The present study identifies and explores the green competencies required at the workplace to perform ecological behaviour.No prior study has explored the required green competencies from employees at the workplace in higher education institutions to the researchers’ knowledge.Design/Methodology/Approach:The research utilises the data generated from eighteen comprehensive interviews with the top five Malaysian green universities’ employees. The study adopted the content analysis approach to explore contextually relevant competencies required for EEB in the workplace.Results:Six main green competencies, namely environmental awareness, environmental attitude, environmental knowledge, environmental consciousness, green mindfulness, and green ability, were generated from the analysis supporting ecological behaviour at the workplace.Conclusion:This research explored the required green competencies of employees to be environmental-friendly in the workplace by investigating the previously neglected domain required in the workplace. The research offers practical implications to universities and human resources (HR) to adopt accountabilities for an organisation to be environmentally sustainable. The recruitment committee and top management of higher education institutions should accentuate an environmental stance and green competencies in job descriptions to entice applicants with an environment-friendly mentality.

The laws of attraction: Role of green human resources, culture and environmental performance in the hospitality sector

This study investigates the link between green human resource management and organizational attractiveness for current employees. For this purpose, we collected temporally separated (four time intervals, two months apart) field data from 322 employees working in the hospitality sector to test the hypothesized relationships. Data were analyzed through structural equation modeling technique by using Smart PLS 3.0 software. The results suggest that green human resource management practices positively affect organizational attractiveness. Specifically, we found that green HRM exerts strong effect over organizational attractiveness, environmental performance, organizational reputation, and green culture. Mediating roles of environmental performance and organizational reputation were found statistically significant. Moreover, environmental performance and organizational reputation sequential mediate the direct relationship between green HRM and organizational attractiveness. However, we did not find any support for the moderation relationship. The study strengthens the assertions of social identity theory and also offers implications for future research and practice.

Greening the workforce in higher educational institutions: The pursuance of environmental performance.

The research aims to examine the role of green human resource management (GHRM) in the university's environmental performance. Furthermore, this research also focuses on the mediating effect of green commitment and pro-environmental behavior. It also aims to check how green self-efficacy moderates the relationship between green commitment and pro-environmental behavior. The paper opted for a quantitative design using the convenience sampling technique/approach by collecting the data through a structured questionnaire on 208 academic staff currently employed in the university. The data were collected from August until December 2021 on two campuses (Gujranwala, Jhelum) of the University of Punjab in Pakistan. The current study results give empirical insights that show how green human resource management practices lead to environmental performance at a greater level in a university setting. Study results proposed that change in behavior of employees through human resource management practices can ultimately affect the organization's environmental performance. Further results also demonstrate that green self-efficacy moderates the relationship between green commitment and pro-environmental behavior. This study highlights the role of the university staff's level of commitment and self-efficacy, which are beneficial for enhancing the university's environmental performance. The originality of this study fills the gap in how green commitment mediates the relationship of green human resource management and environmental performance further; it fulfills the gap of green self-efficacy that moderates the relationship of pro-environmental behavior and green commitment. The study sheds light on green human resource management practices in the higher education sector. It emphasizes the vital role of academic staff's environmentally conscious behavior in enhancing a university's environmental performance. The further study highlighted the increasing concept of green human resource management as a set of building the ability, enhancing motivation, and providing opportunities to influence workers' pro-environmental behaviors. The conclusion of the current research was capable of validating the positive concerns of green GHRM, behaviors, and commitments for environmental performance.

The Influence of Green Organizational Culture, Green Innovation, and Environmental Performance on Competitive Advantage Moderated by Green Supply Chain Management (Case Study on SME in Solo Raya)

The Influence of Green Organizational Culture, Green Innovation, and Environmental Performance on Competitive Advantage Moderated by Green Supply Chain Management (Case Study on SME in Solo Raya)

Trends and innovations in reporting on the sustainable development of economic entities

Subject. This article discusses the development priorities and major innovations in the sustainability reporting standards of the Global Reporting Initiative (GRI). Objectives. The article aims to reveal the essence of the most important changes made to the sustainability reporting standards in connection with their improvement, and assess the impact of innovations on the informative and analytical value of sustainability reporting. Methods. The study relies upon analysis and synthesis, comparison, generalization, and abstraction. Results. The article shows trends in the preparation of sustainability reporting, discloses the background for revising and expanding the list of sustainability reporting standards, and describes the essence of innovations introduced into the GRI Standards. Conclusions and Relevance. The main innovations in the sustainability reporting standards are related to the revision of the GRI Universal Standards, updating the Topic Standards, and the development of Sector Standards. The application of updated and expanded standards for sustainability reporting will help improve the corporate practice of disclosing information on the economic, social and environmental performance of organizations. The results obtained can contribute to the further promotion of sustainability reporting, improving the practice of its preparation, and developing a methodology for comprehensive analysis of economic entities' sustainable growth.

An empirical study of green supply chain management practices and environmental performance of Indian manufacturing organisations

Green supply chain management (GSCM) has emerged as a key business practice for organisations to make a balance between their operations and environmental performance. The aim of this study is to assess the impact of GSCM practices on environmental performance of organisation. Six GSCM practices were identified and propositions related to these GSCM practices were put forward. A research model was developed to examine the relationship between different GSCM practices and environmental performance outcomes. Data were collected from 171 respondents who are working as operations and supply chain professionals in manufacturing organisations. Exploratory factor analysis (EFA), confirmatory factor analysis (CFA) was used for analysing data and hypotheses were tested through structural equation modelling (AMOS). The results of the study postulate that internal environmental management practices, management support practices and investment recovery practices have positive impact on environmental performance of organisation.

Green Organizational Culture and Organizational Performance: The Mediating Role of Green Innovation and Environmental Performance

This study aims to develop and test a theoretical model that empirically examines how green organizational culture affects organizational performance. Additionally, investigated and statistically explored the study model's and their mediating role of environmental performance and green innovation, which had previously received little attention. For the sample size of 170 respondents, a quantitative approach was used. In addition, convenient random sampling was utilized to get data from the respondents. Data was gathered from a field survey utilizing a closed-ended questionnaire from Malaysia's industrial and service organizations from Malacca, Johor, Selangor, and Kedah states. The structural equation modelling approach was used to achieve the research purpose. Green organizational culture was a significant predictor of green performance in this research. Furthermore, the findings reveal that environmental performance and green innovation fully mediate the relationship between green organizational culture and organizational performance. However, this study has several limitations that lead to future research directions. The study's most significant drawback is that the data is collected merely from Malaysian industries, making generalization difficult. In addition, the cross-sectional data adds further restrictions to it. Nevertheless, by addressing organizational performance, which has not been empirically examined, this research adds to the current literature on green organizational culture, environmental performance, and green innovation. Furthermore, this research also presents a novel theoretical explanation for the relationships by understanding the mediating role of environmental performance and green innovation.

The Impact of the Mediating Role of Green Organizational Culture on the Relation between Human Resources Green Competencies and Organizational Environmental Performance in Major Palestinian Governmental Hospitals in the Gaza Strip

The Impact of the Mediating Role of Green Organizational Culture on the Relation between Human Resources Green Competencies and Organizational Environmental Performance in Major Palestinian Governmental Hospitals in the Gaza Strip

The Practice of Green HRM in Poland – with the Focus on Elements of the HR Function

Theoretical background: Employees’ behavior plays a crucial role in the organizational environmental performance. There are many factors which influence pro-ecological behavior among employees, however, this paper focuses on the practices related to green human resources management (HRM) and – in particular – to the HR function. Purpose of the article: The purpose of this paper is to answer the following research questions: 1) What is the scope of using the practices related to the green HR function? 2) Which elements of the green HR function require further improvement? Research methods: For the purpose of the article, literature studies and empirical research based on a survey method have been used. In her analyses, the author has included additional variables such as the origin of capital and company size. Main findings: The organizations under study are in the preliminary stages as far as the implementation of green HRM practices is concerned. Both variables (the company size and the origin of capital) play a role in the implementation of the analyzed practices.

Impact of GHRM on Organization’s Environmental Performance: Mediating Role of Green Employee Empowerment

Green Human Resource Management (GHRM) practices are increasingly considered a crucial business strategy for organizations in environmental management and have impact on environmental performances of organization. Though much attention has been given on GHRM practices, very few studies exist relating to this issue in developing country context. Purpose: The purpose of this study is to assess the effect of different GHRM practices on the Organization's Environmental Performance (OEP) through Green Employee Empowerment (GEE). Methodology: The PLS path modeling technique is used to test the hypotheses of the study based on a questionnaire survey of 340 responses from the manufacturing sector. Findings: The empirical finding shows that the GHRM practices have significant effects on OEP and GEE was found positively mediate the impact of GHRM practices on OEP. Originality/Contribution: This research has theoretically contributed to the green HRM/HRM literature by discovering the relationship between various green practices and their results related to EP in manufacturing organizations. This paper extends the literature by exploring the indirect effects of GHRM on OEP via GEE. The results recommend that GHRM practices may lead employees toward green empowerment to achieve environmental performance.

The joint impact of green human resource management, leadership and organizational culture on employees’ green behaviour and organisational environmental performance

Currently, there has been a growing attention paid to employees' activities and behaviour at work as a driving force of environmental problems. As a result, organisations are adopting various environmental protection initiatives and developing green strategies. Despite the growth of research in this area, the determinants and consequences of employees' green behaviour are still calling for further investigation. In responding to that, this study contributes to the literature by investigating the determinants and outcomes of green organisational culture and employees' green behaviour. By employing the quantitative research design, the data was collected from 614 employees in the public and private sectors in Qatar and analysed using the Partial Least Squares Structural Equations Modelling technique. The findings confirmed the effect of environmental concern, green human resource management and green leadership behaviour on green organizational culture. Furthermore, green organizational culture was confirmed to have a significant positive relationship with employees' green behaviour and organisational environmental performance. Importantly, green organizational culture also mediates the relationship between environmental concern, green human resource management, green leadership behaviour and employees' green behaviour. The originality of this study contributes to the current literature on green behaviour by examining these relationships and testing the mediation effects. It also offers guidelines for decision makers on how to maximize employees’ green behaviour in their workplace and subsequently create a culture of environmentally friendly organization.

Presenting an environmental performance evaluation model for gas refineries: A case study in the South Pars Gas Complex, Iran

Background: Controlling and validating the environmental performance of organizations, is a major problem that has been stated in the international standard ISO 14031. The aim of this study was to present a model for evaluating the environmental performance of Iran’s gas refineries using the environmental performance evaluation (EPE) method, based on the operational performance index (OPI) and management performance index (MPI). This case study was conducted in the ninth refinery of the South Pars Gas Complex (SPGC), Bushehr province, Iran, during 2019-2020. Methods: The research method comprises two stages. The first stage was distinguishing the standards and markers of the MPI and OPI using the Fluffy Delphi strategy and the second one was focusing on and relegating loads to the measures and pointers using the logical analytical hierarchy process (AHP) prior to confirming the outcomes by applying the TOPSIS. Results: The total normal scores of the total OPIt and OPTt were obtained to be 2.3409 and 2.2647, respectively. Considering these coefficients, the organization is balanced in terms of the environmental performance. The implementation steps of the TOPSIS method in the ninth refinery (A1 ) with the first (A2 ), second (A3 ), and third (A4 ) refineries, which had the same extraction indices of OPIt and MPIt, were ranked as A1 > A3 > A4 > A2 , respectively. Conclusion: Petrochemical industries have the potential to cause adverse effects on the environment due to the nature of activities and effluents production, emissions, and hazardous wastes. However, they can increase their weight to be more competitive and reach the ranks of mature organizations by planning on important indices.

Human Resource Factors and Environmental Performance of Selected ISO 14001 Certified Manufacturing Firms in Seethawaka Export Processing Zone in Sri Lanka

Recent days, organizations use human resource management (HRM) practices to accelerate the environmental performance of organizations. Hence, there are lacunas in empirical studies undertaken in Sri Lankan context regarding the relationship between HR factors and environmental performance of organizations. This study was conducted in order to fulfil this empirical knowledge gap. Hence, the objective of this study is to examine the relationship between HR factors and environmental performance of organizations. In order to achieve the study objective, primary data were collected from 165 employees of selected manufacturing organizations in Seethawaka Export Processing Zone in Sri Lanka and the structured questionnaire was administered to collect the data. The data were analyzed by using univariate and bivariate analyses. The findings of the study revealed that HR factors have a positive and significant relationship with environmental performance of organizations in overall. The findings of this study are useful in further enlarging and enriching applications of these concepts in practice.

Green HRM, psychological green climate and pro-environmental behaviors: An efficacious drive towards environmental performance in China

This study is undertaken to examine that how Green human resource management practices heightens environmental performance via employees’ psychological green climate and pro-environmental behaviors. It also assesses the moderating role of environmental knowledge between pro-environmental behaviors and organizational environmental performance that was almost unnoticed in the preceding studies. Data were collected from the employees who were directly engaged with the implementation of green practices in manufacturing firms located in Jiangsu, China. 450 employees completed the questionnaires and finally, 370 valid responses the green HRM practices were used for the PLS-SEM analysis. The analytical findings revealed that the green HRM practices and corporate environmental strategy are positively related to the psychological green climate that subsequently leads to generate pro-environmental behaviors in employees. Furthermore, the results shed light on the precise development of the corporate level environmental strategy to motivate employees for the creation of an eco-friendly workplace leading to optimizing environmental performance. Further, results postulate that environmental knowledge moderates between pro-environmental behaviors and environmental performance. This research is an extension of existing literature by adding the predictor of corporate environmental strategy as one of the significant antecedents of pro-environmental behaviors and environmental performance. Secondly, it contributes to the existing body of literature through the incorporation of environmental knowledge as a moderator between pro-environmental behaviors and environmental performance. This research study provides valuable practical implications to the top management, and policymakers for ensuring the commitment of employees towards implementation of Green human resource management practices and corporate environmental strategy to achieve environmental performance.

Is abusive supervision harmful to organizational environmental performance? Evidence from China

Employee proactive working behavior such as organizational citizenship behavior is important to improve organizations’ various outcomes. With the increasing attention to sustainable development, employees’ organizational citizenship behavior for the environment (OCBE) begins to be an important topic in the environmental management field. However, the possible antecedents, processes and consequences of OCBE among employees remain unclear. Drawing on social exchange theory and synthesizing perspectives of leadership, organizational citizenship behavior, and environmental performance, this research develops a conceptual model to investigate how abusive supervision affects employees’ OCBE, which in turn affects environmental performance. A multi-source matched sample from 151 senior managers and 1749 frontline employees working in China were used to examine the conceptual model. Results of structural equation modelling reveal that abusive supervision negatively affects employees’ felt obligation and positive mood at work, which in turn influences their OCBE and ultimately affects firm’s environmental performance. Theoretical and managerial implications are discussed.

Assessment of Applying Global Instruments in Nongovernmental Organizations for Environmental Security and Sustainable Development in Developing Countries

Background. Environmental challenges are overwhelming the global communities. Thus, the purpose of the study is to explore how instruments used by the nongovernmental organizations are applied for environmental security and sustainable development in Ethiopia. It addresses issues of how environmental education in context is working to instill the knowledge, skills, awareness, and attitudes of the stakeholders. Recent discussions of the African Union Summit 2020, Africa Agenda 2063, Davos 2020 World Economic Forum, United Nations Agenda 2030, and the Green Economy Strategy in Ethiopia have strongly sought to strengthen environmental education as an instrument of global and local sustainability of the environment and development. Here, the study collected pieces of evidence from environmental programs of a nongovernmental organization in Ethiopia. The study focused on a nonformal environmental education, based on the frameworks of the agreements and declarations where Ethiopia is a contracting party. The frameworks are guiding concepts to investigate the phenomenon. Methods. The study used a thematic analysis based on empirical studies. Specifically, empirical studies from primary and secondary sources on the implementation of environment and forest development programs of the organization are crucial to providing a concrete presentation. Results. Empirical pieces of evidence show that the organization plans, projects, and performance reports were found inconsistent with the frameworks of international agreements and national policy. The empirical study also shows that environmental education is not well considered and institutionalized in the organization's project planning. Environmental education strategies are not explicitly visible while planning the projects. Moreover, in some implementation strategies of the organization, there was inconsistency in using environmental education as a strategic instrument to improve environmental security and quality. Conclusion. The organization's environmental performance was deep-rooted to improve the status quo in the living community. However, the utilization of environmental education was discovered to be minimal. Thus, stakeholders and the organization take the advice to integrate into the entire cycle of the project.

Does green intellectual capital spur corporate environmental performance through green workforce?

PurposeDrawing upon the intellectual capital-based view theory, this study explored the relationship between green intellectual capital (IC) and environmental performance (EP) with the intervening effect of green human resource management (GHRM).Design/methodology/approachCross-sectional data were collected from 187 human resource directors/managers working in manufacturing firms of Pakistan. A partial least squares approach was applied to test the hypothesized relationships.FindingsThe results showed a mediating effect of GHRM on the relationship between green human capital and the organizational EP. Also two dimensions of green IC (green human capital, green relational capital) were also found positively related to the EP of the firm.Practical implicationsPolicymakers should devote their attention to the preservation and enhancement of their employees' knowledge as green human capital is possessed by the employees. Furthermore, managers must exchange information with key stakeholders to better understand and resolve their environmental concerns. Organizational leaders must also ensure the implementation of GHRM policies that, in turn, improve the EP with the aid of green IC.Originality/valueThe current research contributes to the literature by defining green IC as an antecedent and GHRM as an intervening variable for EP. In addition, this study underlines the significance of GHC as a valuable intangible asset for the achievement of environmental sustainability. It also illustrates the importance of GRC, which creates an exchange partnership with the stakeholders to promote corporate environmentalism.

Behavioural Determinants of Green Managerial Practices: A Study on Bangladeshi Bankers

The study aims to determine the influential factors behind the choice of green actions by the banking employees of Bangladesh. Hypotheses and a research framework are developed with a view to explore the relationship of green managerial choice of bankers with perceived green knowledge, peer pressure, rewards and recognition and government regulations in ensuring environmental performance. A self-administered questionnaire was utilized for collecting primary data and exploratory factor analysis was tested to verify the variance of the considered variables and finally multiple-regression analysis was used to comprehend the relationship among the variables. A positive relationship was identified with peer pressure and rewards and recognition that may influence the employees to accept the overall green policies and practices. The study can help the business administrators to identify the dominating factors and work on these factors to motivate the employees to increase their environmental behaviour so that organizational environmental performance can be enhanced.

The simultaneous effect of green ability-motivation-opportunity and transformational leadership in environment management: the mediating role of green culture

PurposeManagers and management studies have for long assumed the separation of humans and nature that led to criticisms due to overexploitation of resources. This prompted organizations to adopt effective environmental management strategies. In this context, the specialized literature states that green human resource management (GHRM) and green transformational leadership (GTFL) coupled with Green Culture (GC) is considered a central aspect in improving the organization's environmental performance (EP). Based on this argument, this study has shown how GHRM strategies as studied under the heading – green ability, motivation and opportunity (GAMO) and GTFL can help in improving the EP of organizations. Studies have highlighted culture as an important mediator, we have therefore explored the mediating effect of green culture between GAMO and EP and between GTFL and EP.Design/methodology/approachUsing ability, motivation, opportunity theory and resource-based view, we have developed a model with GAMO and GTFL as independent variables, GC as a mediator and EP as the dependent variable. Data was collected from 150 top and middle-level managers working in Indian oil and gas companies, which is 50% of the target sample size and has been analysed using structural equation modelling.FindingsThe research identifies that GAMO and GTFL, in fact, positively influence the EP of organizations. Moreover, GC was found to have a partial mediating effect between both GAMO and EP and GTFL and EP.Research limitations/implicationsDue to several constraints, this study is designed to be cross-sectional. Longitudinal study is encouraged in this area. Further, the study is based on oil and gas industry operating in India, going forward the study can be extended to other sectors, to increase the generalizability of the findings.Practical implicationsThis study clearly shows that by investing in GHRM strategies, organizations will ultimately improve in green activities to improve see improvement in the firm's EP. The findings of this study that clarifies the importance of GTFL in building suitable culture give evidence to the leaders on why they should play a proactive role in leading employees towards environmental sustainability.Originality/valueThe originality of this study lies in studying the simultaneous effect of GTFL and GAMO for improving the EP. Also, studies on green management literature have mostly missed out on the important role of GC in improving EP which is addressed in this study. The data has been collected from oil and gas industry operating in India, which to the best of our knowledge is the first attempt. Overall this study has contributed to the literature on environmental sustainability by underpinning the empirical relationship between GC, GAMO, GTFL and EP which until now has been mostly limited to the conceptual level.