Arosha S. Adikaram, N.P.G.S.I. Naotunna and H.P.R. Priyankara
This paper aims to present an empirically driven crisis management framework of complementary human resource management (HRM) bundles that can be utilized in simultaneously…
Abstract
Purpose
This paper aims to present an empirically driven crisis management framework of complementary human resource management (HRM) bundles that can be utilized in simultaneously managing the health crisis, financial crisis and disruptions to business operations through lockdown and other government restrictions propelled by the COVID-19 pandemic.
Design/methodology/approach
The framework is developed employing qualitative methodology, drawing from the successful HRM practices adopted by 26 Sri Lankan companies in battling the many crises of COVID-19 and using the soft HRM approach as the theoretical basis.
Findings
The findings report a framework that consists of three key HRM bundles (health and safety bundle, cost-saving bundle and employee motivation and engagement bundle) entailing an array of inter-related, internally consistent, complementary and mutually reinforcing HRM practices and HRM activities. These HRM bundles and the HRM practices as well as the HRM activities therein, indicate how a softer approach to managing employees can be used during a crisis.
Practical implications
The framework will inform the HRPs of the HRM bundles, HRM practices and HRM activities that can be used to manage the multiple crises created by COVID-19 and other similar pandemics.
Originality/value
The study contributes to and expands the knowledge of HRM in crisis management generally and HRM in a global pandemic more specifically.
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Clíodhna MacKenzie, Alma McCarthy, Michael Morley and Thomas Garavan
Talat Islam, Mubbsher Munawar Khan, Ishfaq Ahmed and Khalid Mahmood
Human misbehaviors are responsible for climate change as they waste resources and pollute water and air that dilapidate the environment. Considering the fact and contributing to…
Abstract
Purpose
Human misbehaviors are responsible for climate change as they waste resources and pollute water and air that dilapidate the environment. Considering the fact and contributing to the United Nations sustainable development goals of 2019, organizations started focusing their green HRM practices to develop employees' green attitudes and behaviors. This study is an attempt in this direction. It examines the impact of ethical leadership on individuals' green in-role and extra-role behaviors with the mediating role of green HRM practices and the moderating role of individual green values.
Design/methodology/approach
The study collected data from 645 MBA executive students working in various manufacturing industries with at least one year of experience. The data were collected using a questionnaire-based survey in two-time lags.
Findings
Hypothesized relationships are tested through structural equation modeling. Findings reflected a significant impact of ethical leadership on green HRM practices, in-role, and extra-role green behaviors. Besides, green HRM practices mediated the relationship between ethical leadership and both types of green behaviors. Furthermore, it was observed that the individual green values strengthened the association between green HRM practices and both types of green behaviors.
Research limitations/implications
A cross-sectional design with time lags was used to avoid common method bias. The findings of the study contribute to supply-value-fit theory and validate the scale of individual green value.
Practical implications
This study guides management that employees only perceive their organizational practices as green when they find their leaders are ethical. Further, considering individual green values in the recruitment process can help organizations accomplishing their green goals.
Originality/value
This study is novel in examining the mediating role of green HRM practices between ethical leadership and green behaviors. Further, the analysis not only validates the scale of individual green values but also noted its moderating role between green HRM and green behaviors.
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Kostas Stavrianakis and William Ramos
This study aims to examine the organizational citizenship behaviors toward the environment among US-based faculty members, in social sciences, natural sciences, the humanities and…
Abstract
Purpose
This study aims to examine the organizational citizenship behaviors toward the environment among US-based faculty members, in social sciences, natural sciences, the humanities and engineering. Potential barriers that may stop academia from being more sustainable are examined but also the opportunities for academics to be involved in environmental sustainability are explored.
Design/methodology/approach
The authors followed a sequential explanatory mixed methods approach using online surveys (n = 633) followed by open-ended phone interviews (n = 28).
Findings
Results suggest that there are certain power dynamics that force young faculty members in anti-environmental behaviors, although they are cognizant of the negative impacts on the environment. Many faculty members engage in environmental-related actions outside their service requirements, but this is mostly the case for tenured faculty members.
Originality/value
The originality of this study lies in the fact that it explores environmental behaviors from an academic ranking perspective and expands on pertinent barriers to promote sustainable behaviors in academia.
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Joather Alwali and Wafaa Alwali
This study introduces a theoretical model that integrates the conservation of resources (COR) and ability-motivation-opportunity (AMO) theories. This model is used to examine the…
Abstract
Purpose
This study introduces a theoretical model that integrates the conservation of resources (COR) and ability-motivation-opportunity (AMO) theories. This model is used to examine the relationship between green transformational leadership and green human resources management. Additionally, the study explores the influence of this relationship on employee green behaviour and the development of personal moral norms.
Design/methodology/approach
The hypotheses developed in this study were tested through a quantitative approach, employing structural equation modelling via partial least squares (PLS-SEM) along with bootstrapping estimation techniques. For data analysis, the study utilized responses from a total of 475 participants.
Findings
The findings of this study indicate that the implementation of green transformational leadership has a positive impact on green human resources management. In turn, enhanced green human resources management positively influences employee green behaviour. The research further reveals that employee green behaviour not only contributes positively to the development of personal moral norms but also plays a crucial mediating role in the relationship between green human resources management and personal moral norms. Additionally, evidence supports the significant mediating effect of green human resources management in the relationship between green transformational leadership and employee green behaviour.
Originality/value
This study highlights the pivotal role of employee green behaviour as a foundational element in developing personal moral norms, marking a departure from prior research in the green transformational leadership field, which has predominantly focused on green human resources management. By implementing green transformational leadership strategies, organisations can not only enhance their competitive edge but also effectively attract highly skilled and qualified candidates, thereby making a significant contribution to the field.
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Zhiyong Han, Qun Wang and Xiang Yan
The purpose of this paper is to investigate the mediating effect of felt obligation for constructive change on the relationship between responsible leadership and organizational…
Abstract
Purpose
The purpose of this paper is to investigate the mediating effect of felt obligation for constructive change on the relationship between responsible leadership and organizational citizenship behavior for the environment (OCBE) in a China corporate environment, and this paper also analyze the moderated mediating effect of supervisor-subordinate guanxi on indirect relationship between responsible leadership and OCBE via felt obligation for constructive change.
Design/methodology/approach
This paper used 380 employee samples to analyze the relationship between responsible leadership and OCBE. Hierarchical regression analyses and structural equation modeling was adopted to analyze the data.
Findings
The authors found that the felt obligation for constructive change plays a fully mediating role between responsible leadership and OCBE. The authors also found a positive interaction between responsible leadership and supervisor-subordinate guanxi on felt obligation for constructive change, and then the indirect effect of responsible leadership on OCBE via felt obligation for constructive change was stronger when employees perceived a high-level supervisor-subordinate guanxi.
Research limitations/implications
When responsible leadership stimulates employees to generate a high sense of constructive change, employees are more likely to engage in OCBE. This study provides evidence for cognitive evaluation theory. This study further demonstrated the importance of establishing high-quality supervisor-subordinate guanxi for responsible leaders and subordinates in China.
Practical implications
In the management practice of the organization, the role of responsible leadership should be strengthened in terms of leadership development and, employee training and promotion, and high-quality supervisor-subordinate guanxi help to promote the effectiveness of responsible leadership.
Originality/value
This paper discusses how and when responsible leadership influences OCBE in a China corporate environment.
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Geraldina Silveyra, Lucía Rodríguez-Aceves, Humberto Charles-Leija and José Manuel Saiz-Álvarez
This study aims to propose a causal relationship between the level of students’ human flourishing (HF) and their entrepreneurial intention (EI) and the mediation role of…
Abstract
Purpose
This study aims to propose a causal relationship between the level of students’ human flourishing (HF) and their entrepreneurial intention (EI) and the mediation role of entrepreneurial self-efficacy (ESE).
Design/methodology/approach
The study uses a sample of 5,035 first-year university students who graduated from 950 different upper secondary schools in Mexico and abroad. Data were analysed using structural equation modelling.
Findings
The results reveal that HF increases EI and ESE; ESE positively impacts EI; and the student’s ESE partially mediates the HF-EI relationship.
Practical implications
These findings may improve educational strategies in upper secondary schools and higher education institutions’ management programmes to impact graduates’ HF and EI. To the knowledge, the authors are the first to measure how HF in upper secondary school graduates contributes to increasing their EI.
Social implications
Recommendations are made to increase Latin American students’ HF and EI.
Originality/value
The authors propose an inverse relationship between HF and EI, as HF can be enhanced in upper secondary education to boost EI later in students’ lives.
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Mohammed Aboramadan, Julia Barbar, Wasim Alhabil and Hussam Alhalbusi
Building on the theories of social learning and social information processing, this paper aims to examine the effect of green servant leadership (GSL) on green voice behavior…
Abstract
Purpose
Building on the theories of social learning and social information processing, this paper aims to examine the effect of green servant leadership (GSL) on green voice behavior among staff working in Qatari higher education. In this relationship, the climate for green initiative (CFGI) was used to act as a mediating mechanism.
Design/methodology/approach
Data in this study were collected from 275 staff working in Qatari higher education. Structural equation modeling was used to analyze the data.
Findings
The results suggest that GSL positively influences green voice behavior, whereas CFGI mediated this link.
Practical implications
The results can be beneficial to higher education pertaining to the importance of GSL in generating positive green behaviors such as green voice behavior. Furthermore, the results highlight the significant role CFGI plays in motivating such behaviors.
Originality/value
To the best of the authors’ knowledge, this is the first study that examines the link between GSL and green voice behavior in the higher education context. Furthermore, research on CFGI has received limited attention so far.
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Sanjeev Yadav, Tsan-Ming Choi, Anil Kumar, Sunil Luthra and Farheen Naz
In recent years, sustainable supply chain practices (SSCPs), including corporate social responsibility (CSR), have been recognised as important means of developing firms’…
Abstract
Purpose
In recent years, sustainable supply chain practices (SSCPs), including corporate social responsibility (CSR), have been recognised as important means of developing firms’ sustainability performance (SP). However, empirical findings on the SSCP–SP interaction are inconsistent and even contradictory. This research presents a quantitative meta-analysis that aims to uncover SSCP–SP interactions based on the correlations found in previously published empirical studies.
Design/methodology/approach
Based on the main and moderating variables and selection criteria, 64 sample studies were selected after a systematic literature review and meta-analysis.
Findings
The findings confirm a positive correlation (0.438) between SSCP and SP. The results also reveal various critical moderators identified through meta-regression.
Practical implications
This study provides insights for operations managers and policymakers regarding the significance of control variables (e.g. ISO certification, type of economy, innovation approach, data collection method) on the relationship between SSCP and SP for business operations. This research uncovers the impacts of ISO regulations and proposed hypotheses through the lens of the natural resource-based view (NRBV) and institutional-based view (IBV).
Originality/value
This research is unique in that it provides a systematic view of the SSCP–SP interaction, validates the results through a theoretical lens (NRBV and IBV) and generalises the results by evaluating the moderation effects via checking prior literature.
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This study investigates the impact of the COVID-19 pandemic on human resource management (HRM) within Saudi Arabia's distinct socio-legal landscape, which is shaped by Islamic…
Abstract
Purpose
This study investigates the impact of the COVID-19 pandemic on human resource management (HRM) within Saudi Arabia's distinct socio-legal landscape, which is shaped by Islamic cultural norms, stringent labor laws and a diversifying economy. This context necessitates innovative HR strategies during crises.
Design/methodology/approach
Grounded in the resource-based view, this qualitative study employs semi-structured interviews with 18 HR professionals across various sectors. This approach enables an in-depth exploration of HRM practice adaptations during the pandemic, using purposive sampling to ensure the collection of rich and relevant data.
Findings
Significant shifts towards remote work, the digitalization of HR operations and prioritizing employee health and safety were identified. The analysis revealed key themes, including HR policy changes, resilience strategies, encountered challenges, the importance of communication in employee engagement and strategic learnings. These findings highlight the criticality of adaptability, clear communication and digital transformation in effective crisis management.
Originality/value
This research contributes novel insights into the resilience of HRM practices in Saudi Arabia’s unique socio-legal environment during health crises. It fills a gap in our understanding of how specific regional contexts influence HRM strategies during emergencies, offering valuable contributions to both theory and practice. The study provides practical guidance for HR professionals and policymakers on crafting effective HRM strategies tailored to organizational needs in crisis conditions, thereby enhancing the field’s knowledge on navigating HRM challenges in future health crises.