人力资源管理
组织文化
统计的
业务
价值(数学)
持续性
竞争优势
组织绩效
管理
可持续经营
工商管理
知识管理
营销
经济
统计
数学
计算机科学
生态学
生物
作者
Zuhair Abbas,Rasa Smaliukienė,Roman Zámečník,Ghulam Kalsoom,Elona Çera
标识
DOI:10.21511/ppm.21(1).2023.22
摘要
Green human resource management (GHRM) is bringing positive transformations in business and society, as well as challenges for hotels. Drawing from social cognitive theory (SCT), this study examined green HRM with environmental and social performance. Significantly, this paper also used organizational green culture as a mediation variable. This empirical study employed a quantitative research method. Data were collected from 155 employees working in Pakistan’s hotels. The results demonstrate that green HRM (t-statistic value = 9.676, p-value = 0.000) is positively related to organizational green culture. In addition, organizational green culture (t-statistic value = 11.254, p-value = 0.000, t-statistic value = 16.882, p-value = 0.000) has a significant effect on environmental and social performance. Moreover, organizational green culture fully mediated the relationship between green HRM and environmental performance (t-statistic value = 5.444, p-value = 0.000). Finally, organizational green culture fully mediated the relationship between green HRM and social performance (t-statistic value = 7.218, p-value = 0.000). AcknowledgmentThis work is partially funded under FaME TBU No. IGA/FaME/2023/012 “Closed and open innovations: role of human resource, servant leadership, digitalisation, and uncertainty.” Authors would like to thank Prof. Rasa Smaliukienė for partially funding this research. This work also acknowledged Grant No.FSR-FORD 5-6/2022-23/FaME/006 “Linking stakeholder pressure, green HRM application and competitive advantage in the hotel industry.”
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