Muhammad Burdbar Khan and Naeem Nisar Sheikh
An increasing number of human resource development (HRD) theorists and researchers are calling for a broader philosophical framework for HRD within management practice. The…
Abstract
Purpose
An increasing number of human resource development (HRD) theorists and researchers are calling for a broader philosophical framework for HRD within management practice. The concept of workplace spirituality has received significant attention in this context. The purpose of this paper is to discuss the role of religion of Islam in filling this need for a spiritual philosophical framework and to highlight the lessons that can be learned from Islamic traditions. Finally, the authors call for revisiting some of the major motivation theories of HRD.
Design/methodology/approach
After discussing relevant philosophical, spiritual and HRD literature, this paper proposes modification in expectancy theory of motivation.
Findings
This paper emphasizes holistic education and human development in HRD. It proposes an enhanced role for objectives’ valence and value in organizational motivation. It also shows how earlier Islamic traditions had already practised the modern HRD principles.
Research limitations/implications
Being conceptual and theoretical in nature, the suggested motivation model needs rigor, further testing and empirical analysis.
Practical implications
The paper suggests that HRD ought to incorporate holistic education and human development as its main drivers. Furthermore, organizations need to put more emphasis on the value of ethical and normative objectives that may involve delayed or reduced gratification.
Social implications
The paper implies that by giving more emphasis to the value of ethical and moral goals, organizations and human resources would be more responsible to social responsibilities.
Originality/value
The paper proposes a new dimension in the expectancy theory of motivation and also provides justification for the role of spirituality as a philosophical framework in HRD.
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Wafa El Garah, Rafik I. Beekun, André Habisch, Gilbert Lenssen and Cristian Loza Adaui
The purpose of this paper is to provide an overview of the special issue on practical wisdom for management from the Islamic traditions.
Abstract
Purpose
The purpose of this paper is to provide an overview of the special issue on practical wisdom for management from the Islamic traditions.
Design/methodology/approach
The guest editorial introduces the papers in this special issue, focusing on practical wisdom for management from the Islamic tradition.
Findings
Using multiple levels of analysis as well as both academic and practitioner‐oriented perspectives, this special issue demonstrates that the Islamic tradition offers valuable practical wisdom insights in multiple areas including leadership, human resource management, action learning, knowledge transfer and business ethics.
Originality/value
This issue represents the first exploratory contribution to the research on practical wisdom from the Islamic tradition, opening a new focus of research and contributing to management development.
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Qazi Muhammad Ali and Qasim Ali Nisar
This study examined the role of green human resource management (GHRM) in the environmental performance of higher education institutes (HEIs). The study also examined the…
Abstract
Purpose
This study examined the role of green human resource management (GHRM) in the environmental performance of higher education institutes (HEIs). The study also examined the mediating effect of green commitment and green behaviour. Furthermore, the study explored if green self-efficacy (GSE) moderated the relationship between green commitment and green behaviour. The ability, motivation, and opportunity (AMO) theory were employed to explain the relationship between the study's variables.
Design/methodology/approach
The study opted for a descriptive study using the convenience sampling technique by collecting data through a survey questionnaire administered to 208 individuals currently employed in Pakistani HEIs. Data collection was undertaken among senior, middle, and top management of the HEIs. The statistical software, partial least square structural equation modelling (PLS-SEM), was used for data analysis.
Findings
The results provide empirical insights indicating the positive relation of GHRM practices with environmental performance in HEIs. Changes in employees' behaviour through human resource management practices can ultimately affect the organisations' environmental performance. Besides, the results also demonstrated that GSE moderates the relationship between green commitment and green behaviour. The findings highlight the role of commitment level and GSE in enhancing the environmental performance of HEIs.
Practical implications
The study proposes that HEIs' management take adequate initiatives to implement GHRM practices.
Originality/value
The current study contributes to the literature by empirically examining the indirect double mediation effect of green commitment and green behaviour on GHRM and environmental performance. Furthermore, the moderating effect of GSE, which is an under-explored area, was also studied.
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The purpose of the present study is to reveal the antecedents of the new green product success (NGPS) of small and medium-sized enterprises (SMEs) that manufacture in Türkiye with…
Abstract
Purpose
The purpose of the present study is to reveal the antecedents of the new green product success (NGPS) of small and medium-sized enterprises (SMEs) that manufacture in Türkiye with a middle-income economy. To this end, a research model for the serial mediating role of green human capital (GHC) and green adaptive ability (GAA) in the relationship between green mindfulness (GM) and NGPS was developed and tested. Determining the driving forces of NGPS is essential due to the contributions of SMEs manufacturing, especially in middle-income economies, such as Türkiye, to the national economy.
Design/methodology/approach
The present study used partial least squares structural equation modeling (PLS-SEM) to test the hypothesized relationships. The study hypotheses were tested in a sample of 396 manufacturing enterprises, qualified as SMEs in Türkiye with ISO 14001 certificates.
Findings
Empirical evidence indicates that GM, GHC and GAA act as significant antecedents of NGPS. Furthermore, empirical evidence demonstrates that GHC and GAA, in turn, mediate the relationship between GM and NGPS.
Research limitations/implications
Managers, especially in manufacturing SMEs, should be aware that they need to develop intangible resources to improve NGPS. Increased investment in GM results in higher levels of GHC and GAA, which collectively leads to improved NGPS.
Originality/value
The current literature has not previously explained the mechanism of the relationship between GM and NGPS. The originality of the present study, which discusses the relevant research gap, is to develop an integrated framework to investigate how GM impacts NGPS, specifically for SMEs, and to test it empirically.
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Geeta Rana and Vikas Arya
This study sought to determine the role of green human resource management (GHRM) in fostering employees' environmental performance (ENVP). This study aims to advance knowledge…
Abstract
Purpose
This study sought to determine the role of green human resource management (GHRM) in fostering employees' environmental performance (ENVP). This study aims to advance knowledge related to the role of firms’ GHRM activities in cultivating eco-responsible behaviors among employees, considering green innovation (GI) as a mediator.
Design/methodology/approach
For this study, data of 579 respondents were collected from employees working in the manufacturing industry in India. In all, 579 employees from the manufacturing sector in India participated in the study. The proposed model was tested using SMART PLS 3.3.
Findings
The findings of this study stated that GHRM was found significantly to predict ENVP in the Indian manufacturing industry, and GI exhibited partial mediation. This study emphasizes that GHRM activities carried out by firms encourage employees to engage in innovation to develop green products and find novel green operation processes to improve firms’ ENVP.
Research limitations/implications
As this study is limited to manufacturing organizations in India, the results of this study cannot be generalized; future studies may examine the proposed model in different contexts to generalize findings.
Originality/value
This study encourages policymakers to devise laws to enable organizations to implement GHRM practices. This study contributes to the existing literature on the environmental aspects of corporate social responsibility and environmental management. This study is one of the few attempts that seek to assess the relationship between GHRM, ENVP and GI in the Indian manufacturing industry. The contribution of this paper is significant to limit GHRM literature, as it empirically investigates the association between GHRM and ENVP.
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Syed Ali Raza and Komal Akram Khan
Green management initiatives are an influential factor for forward-thinking corporations across the globe. Human resource (HR) practitioners find incorporating sustainable…
Abstract
Purpose
Green management initiatives are an influential factor for forward-thinking corporations across the globe. Human resource (HR) practitioners find incorporating sustainable development into HR practices a significant challenge, but green initiatives enhance environmental quality. This study aims to analyze the impact of green human resources management (GHRM) practices on hotel environmental performance (HEP) by incorporating environmental knowledge (EK) and individual green values (IGV) as a moderator.
Design/methodology/approach
The software Smart PLS has been used for data analysis, and partial least square-structural equation modeling has been used to assess measurement and structural models. Data was gathered from 329 white-collar employees of Pakistan’s guest service hotels.
Findings
The results reveal that GHRM practices positively correlate with employees’ affective commitment (EAC) and eco-friendly behavior. Also, employees’ eco-friendly behavior increases HEP, but EAC shows an insignificant association. Moreover, EK does not strengthen the relationship between GHRM practices and EAC and eco-friendly behavior. However, IGV strengthen the relationship between affective commitment and HEP.
Practical implications
The research suggests that management should embrace GHRM practices for better environmental performance. Hotels should ensure that all GHRM attributes, such as green recruitment, training and compensation, are rightly executed. They can help acquire and retain committed and eco-friendly employees whose environmental values and objectives are compatible with the organization.
Originality/value
It will provide insight into the role of the GHRM in fostering EAC and eco-friendly behavior that, in turn, influence environmental performance. Also, the theory of social identity has been incorporated to inspect employees’ behavior along with the moderating role of EK and IGV. It is crucial to understand two essential aspects in a developing country like Pakistan so that the hospitality sector can implement them efficiently in the future: how hotels protect the environment through their green practices and whether employees of a developing country depict eco-friendly behavior and affective commitment on the basis of GHRM.
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Thanuja Rathakrishnan, Jen Ling Gan and Aqilah Yaacob
This study aims to investigate the determinants influencing green mindfulness among university students in Malaysia within the context of the Malaysia 2030 Agenda, focusing on…
Abstract
Purpose
This study aims to investigate the determinants influencing green mindfulness among university students in Malaysia within the context of the Malaysia 2030 Agenda, focusing on Sustainable Development Goal 17 attainment.
Design/methodology/approach
The research uses a quantitative approach with a sample of 203 young adults. It explores the factors of goal difficulty, knowledge and awareness, spirituality, values and perceived university environmental responsibility (PUER), using a novel theoretical framework termed universal identity theory (IT).
Findings
Values, knowledge and awareness and PUER significantly contribute to green mindfulness, whereas spirituality and goal difficulty did not exhibit a substantial relationship to green mindfulness.
Research limitations/implications
Limited representation of diverse age groups and the potential influence of seniority on spirituality. Future research should expand the framework to include green behavior and performance, increase the sample size and consider a broader age demographic.
Practical implications
Universities play a crucial role in promoting green mindfulness through the establishment of rules, regulations, environmental initiatives, incentive systems and the introduction of a green mindfulness course. Clear communication channels and top-down approaches are recommended.
Social implications
This research contributes to understanding the mechanisms that induce green mindfulness among university students in Malaysia, aligning with national and global sustainability goals.
Originality/value
The universal IT provides a comprehensive understanding of how personal, social and community-based identities collectively influence green mindfulness. This theoretical perspective contributes to the environmental psychology and sustainability studies field, offering a culturally sensitive approach.
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Nadia A. Abdelmegeed Abdelwahed
Developing and maintaining green innovation (GI) and environmental performance (EP) has become a significant challenge for every organization. The present paper attempts to…
Abstract
Purpose
Developing and maintaining green innovation (GI) and environmental performance (EP) has become a significant challenge for every organization. The present paper attempts to confirm the contributions of technology leadership (TL) and green HRM (GHRM) to green work engagement (GWE), GI and EP. The study also recognizes GWE’s contribution to connecting TL, GHRM, GI and EP.
Design/methodology/approach
The study applies a deductive approach where data are gathered through questionnaires from employees of manufacturing firms in Egypt. Consequently, the study utilizes 312 cases to draw its conclusions.
Findings
With regard to analysis, the researcher used path analysis through AMOS and established a positive effect of TL on GI and EP but a negative on GWE. GHRM has been confirmed to predict GWE, GI and EP positively. Furthermore, GWE positively influences GI and EP among the employees of manufacturing firms in Egypt. The indirect paths establish a significant contribution of GWE in developing the links between TL and EP, GHRM, GI and EP. On the other hand, it negatively affects the link between TL and GI.
Practical implications
The study assists employers in setting green goals for their employees by offering the required knowledge, skills and training for green environmental management. The study also benefits employees’ workplace green behaviors in performance appraisals and promotions.
Originality/value
The study’s originality assists in overcoming the remaining gaps in the literature by enriching the penetration of the literature from a developing context.
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Aiman Niazi, Muhammad Imran Qureshi, Mehwish Iftikhar and Asifa Obaid
In light of the widely acknowledged significance of GHRM practices, this study improves comprehension pertaining to GHRM practices and employee workplace outcome relationships…
Abstract
Purpose
In light of the widely acknowledged significance of GHRM practices, this study improves comprehension pertaining to GHRM practices and employee workplace outcome relationships. Drawing on the conservation of resource (COR) theory, the association between GHRM practices and employee workplace outcomes, namely green commitment and thriving at work, was explored, with a specific focus on the mediating role of organizational pride.
Design/methodology/approach
A quantitative research design was adopted, and data was collected through a multistage sampling technique, yielding a sample of 255 employees working in six textile manufacturing organizations in Pakistan, all of which held the ISO 14001 certification. The model was tested using Partial Least Square Structural Equation Modeling (PLS-SEM).
Findings
The findings of this study reveal a significant link between GHRM practices and organizational pride. Moreover, organizational pride was found to mediate the relationship between GHRM practices and thriving at work while partially mediating the relationship between GHRM practices and green commitment.
Research limitations/implications
The outcomes of this study have implications for organizations seeking to enhance sustainability and employee well-being by adopting GHRM practices. Specifically, fostering a sense of organizational pride can further enhance thriving at work and green commitment among employees.
Originality/value
The findings contribute to the existing literature by highlighting the positive impact of GHRM practices on employee workplace outcomes and the importance of organizational pride as a mediating mechanism.
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Shahbaz Sharif and Shahab Alam Malik
This study examines how green human resource management (GHRM), individually and collectively, affects green psychological climate (PGC), green in-role behavior (GIB), extra-role…
Abstract
Purpose
This study examines how green human resource management (GHRM), individually and collectively, affects green psychological climate (PGC), green in-role behavior (GIB), extra-role behavior (GEB) and green creativity (GC) in small, medium and large textile companies. The study also explores how green intellectual capital (GIC) moderates the relationship between GHRM and PGC and GC.
Design/methodology/approach
The study was conducted in two phases: in phase 1 (N = 41 records), a systematic literature review was performed to identify the gaps, and in phase 2 (N = 412 managers and supervisors), a quantitative survey method was employed. The structural equation model, with 1st-order and 2nd-order hierarchical models, was used to test the hypotheses.
Findings
The results showed that GHRM practices positively impacted PGC and GC. GHRM practices, including employee involvement (GEI), compensation and reward (GCR), training and development (GTD) and recruitment and selection (GRS), enhanced PGC. However, performance and management (GPM) do not significantly affect PGC. PGC significantly and positively affects GIB and GEB. GHRM also directly significantly influenced GC. Additionally, GIC significantly and positively moderated the relationship between GHRM and GC but not PGC, improving green creative behaviors in textile companies.
Practical implications
This study spurs textile enterprises, especially small, medium and large, to prioritize GHRM practices where employees with green climate (i.e. PGC), behaviors (i.e. GIB and GEB), knowledge, skills and abilities (i.e. GIC) strengthen their GC. Policymakers should encourage the adoption of GHRM to align GIC practices with environmental goals.
Originality/value
This study is unique in examining how GHRM practices, individually and collectively, enhance PGC employees’ GIB, GEB and GC. GIC strengthens employee green behaviors to develop innovative ideas (i.e. GC). It examines how GIC is crucial for GHRM to enhance creative activities toward environmental sustainability practices and goals.