Do green HRM practices influence employee ecological behaviour?

• Autorzy: Farooq Khalid , Wahyuningtas Ratri , Belal Mahmoud AlWadi Belal Mahmoud , Yusliza Mohd-Yusoff , Muhammad Zikri

Identyfikatory

DOI

10.17512/pjms.2024.30.1.05

Warianty tytułu

PL

Czy praktyki z zakresu zielonego zarządzania zasobami ludzkimi wpływają na ekologiczne zachowania pracowników?

• Języki publikacji: EN

Abstrakty

EN

Previous studies have demonstrated an increasing awareness among business communities about the importance of green practices. Green human resource management (HRM) has become a crucial business strategy for any organizations because the human resource department can play a key role in going “green”. This study aims to test the relationship between green HRM practices and employee ecological behavior (EEB) through green transformational leadership and green self-efficacy. Data was collected from 460 respondents from the five largest Malaysian research universities. The current work is among the first to establish the strong positive effects of green HRM practices on green self-efficacy and transformational leadership. This study is one of the pioneer studies examining the mediating role of green transformational leadership and green self-efficacy in green HRM and EEB, (i) green HRM practices, (ii) workers’ green self-efficacy, and (iii) green transformational leadership at work significantly boosted EEB. This study discusses the practical implications of these findings for managers, practitioners, and policymakers, providing valuable insights for enhancing environmental sustainability in organizations. The study also identifies avenues for future research in this domain.

PL

Dotychczasowe badania wykazały rosnącą świadomość wśród społeczności biznesowych na temat znaczenia zielonych praktyk. Zielone zarządzanie zasobami ludzkimi (HRM) stało się kluczową strategią biznesową dla każdej organizacji, ponieważ dział HR może odgrywać istotną rolę w dążeniu do "zieloności". Celem tego badania jest przetestowanie zależności między zielonymi praktykami HRM a ekologicznymi zachowaniami pracowników (EEB) za pośrednictwem zielonego przywództwa transformacyjnego oraz zielonej samoefektywności. Dane zebrano od 460 respondentów z pięciu największych malezyjskich uniwersytetów badawczych. Niniejsza praca jest jedną z pierwszych, które wykazały silny pozytywny wpływ zielonych praktyk HRM na zieloną samoefektywność i transformacyjne przywództwo. Badanie to należy do pionierskich prac analizujących mediacyjną rolę zielonego przywództwa transformacyjnego oraz zielonej samoefektywności w relacji między zielonym HRM a EEB. (i) Zielone praktyki HRM, (ii) zielona samoefektywność pracowników oraz (iii) zielone transformacyjne przywództwo w miejscu pracy znacząco zwiększyły EEB. W artykule omówiono praktyczne implikacje tych wyników dla menedżerów, praktyków i decydentów, dostarczając cennych wskazówek na rzecz zwiększenia zrównoważoności środowiskowej w organizacjach. Wskazano również kierunki przyszłych badań w tej dziedzinie.

Słowa kluczowe

EN

employee ecological behaviour; employee green behaviour; green HRM; green transformational leadership; green self-efficacy

PL

ekologiczne zachowania pracowników; zielone zachowania pracowników; zielone HRM; zielone transformacyjne przywództwo; zielona samoefektywność

• Wydawca: Czestochowa University of Technology
• Czasopismo: Polish Journal of Management Studies
• Rocznik: 2024
• Tom: Vol. 30, No. 1
• Strony: 82--97
• Opis fizyczny: Bibliogr. 57 poz., tab.

Twórcy

autor

Farooq Khalid

• Universiti Malaysia Terengganu, Malaysia

• https://orcid.org/0000-0002-1815-8733

autor

Wahyuningtas Ratri

• School of Economic and Business, Telkom University

• https://orcid.org/0000-0003-0063-8373

autor

Belal Mahmoud AlWadi Belal Mahmoud

• Al-Zaytoonah University of Jordan, Jordan

• https://orcid.org/0000-0003-1677-1275

autor

Yusliza Mohd-Yusoff

• Universiti Malaysia Terengganu, Malaysia

• https://orcid.org/0000-0003-3925-3737

autor

Muhammad Zikri

• Universiti Malaysia Terengganu, Malaysia

• https://orcid.org/0000-0002-4834-6890

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Uwagi

Opracowanie rekordu ze środków MNiSW, umowa nr POPUL/SP/0154/2024/02 w ramach programu "Społeczna odpowiedzialność nauki II" - moduł: Popularyzacja nauki (2025).