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Publication date: 18 February 2025

Syed Imran Zaman, Sahar Qabool, Adnan Anwar and Sharfuddin Ahmed Khan

This paper examines the impact of green human resource management (GHRM) practices on employees’ pro-environmental behavior in Pakistan’s hospitality industry. It attempts to…

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Abstract

Purpose

This paper examines the impact of green human resource management (GHRM) practices on employees’ pro-environmental behavior in Pakistan’s hospitality industry. It attempts to identify the critical success factors involved in promoting GHRM and pro-environmental behaviors at the workplace using Interpretive Structural Modeling (ISM) and cross-impact matrix multiplication applied to classification (MICMAC) approaches. Later, based on the ability-motivation-opportunity (AMO) model, the study also categorizes the identified critical factors into three categories: ability, motivation and opportunity.

Design/methodology/approach

The ISM approach was applied to determine the contextual relationship among the identified critical success factors responsible for promoting GHRM. MICMAC, a structural technique to analyze and validate the ISM-based model, was used to determine the autonomous, dependent, linkage and independent factors based on expert opinions and judgments. The goal was to determine the role of GHRM in transforming the pro-environmental behavior of employees.

Findings

The study’s findings show that the proper integration of effective GHRM practices significantly impacts pro-environmental employee behavior. The hierarchical model introduces innovation in the field of GHRM because ISM-based hierarchical models are flexible enough to include or exclude practices according to the green organizational objectives in the hospitality industry within the context of Pakistan. The results offer a comprehensive illustration of the importance of GHRM practices in facilitating, encouraging and promoting employees to take green initiatives and achieve business sustainability.

Research limitations/implications

The study utilizes the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) technique to identify key success criteria for GHRM, while the innovative approaches of ISM and MICMAC techniques were used to investigate employee pro-environmental behaviors. This novel method gives GHRM research an analytical direction by providing an organized framework for evaluating the impact of GHRM initiatives on environmental outcomes. Additionally, by focusing on developed economies rather than emerging ones, our study within Pakistan’s hospitality sector fills a knowledge vacuum on the dynamics of GHRM in a developing nation.

Practical implications

This study highlights the significance of managers in the hospitality sector serving as role models for implementing GHRM practices to encourage pro environmental behavior among employees. Prioritizing green structural capital, establishing standard environmentally friendly criteria for hiring and evaluating prospective employees and initiating green projects to promote a psychologically green environment are some of the key recommendations. Improving environmental performance, employee satisfaction and loyalty in the hotel industry requires constant communication, training and employee participation in sustainability decision-making.

Originality/value

The GHRM practices have been extensively discussed by academics and researchers. However, there is a notable absence of discussion on the key factors that play a role in transforming employees’ attitudes and behaviors.

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Article
Publication date: 12 August 2019

Miao Miao, Tariq Jalees, Sahar Qabool and Syed Imran Zaman

The purpose of this paper is to examine the relationship between personality factors (i.e. neuroticism, agreeableness, extroversion, conscientiousness and openness), cultural…

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Abstract

Purpose

The purpose of this paper is to examine the relationship between personality factors (i.e. neuroticism, agreeableness, extroversion, conscientiousness and openness), cultural factors (individualism and collectivism) and store stimuli (window display and sales promotion) on impulsive buying behavior.

Design/methodology/approach

The sample size for the study was 350 with a response rate of 96 percent. The questionnaire was adapted from the established scale and measures. SmartPLS was used for statistical analysis. After reliability and validity analysis, the structural model was tested, and it fitted very well.

Findings

Of the nine hypotheses, five were accepted, and the other four were rejected. The results suggest that neuroticism, openness, individualism, collectivism and sales promotion significantly affect impulsive buying behavior. Marketers can use these results in developing appropriate marketing strategies.

Research limitations/implications

Implications for managers were drawn from the results. In this study, only two cultural factors were considered. Future studies could use all the cultural factors in their model. Additionally, the developed model can be extended for comparative studies.

Originality/value

Impulsive buying behavior, on the one hand, is problematic for consumers, but, on the other hand, is used as a tool by retailers for increasing sales. Comparatively, this study examined the effects of personality factors, cultural factors and store stimuli on impulsive buying behavior. These three factors have rarely been used together in one study.

Details

Asia Pacific Journal of Marketing and Logistics, vol. 32 no. 1
Type: Research Article
ISSN: 1355-5855

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