Perceived green human resource management among employees in manufacturing firms

• Autorzy: Yusliza Mohd-Yusoff , Tanveer M. Imran , Ramayah Thurasamy , Kumar Sumatah Christie , Saputra Jumadil , Noor Faezah Juhari

Identyfikatory

DOI

10.17512/pjms.2021.23.1.29

Warianty tytułu

PL

Postrzegane zielone zarządzanie zasobami ludzkimi wśród pracowników firm produkcyjnych

• Języki publikacji: EN

Abstrakty

EN

The present study aims to examine the relationship between perceived Green Human Resource Management (GHRM), employee engagement, job performance, perceived organizational support (POS), and turnover intention. This study designed using quantitative approach through a self-administered questionnaire. A total 202 employees have participated and collected by using snowball sampling procedure. The data analysed by using partial least squares-structural equation modelling and assisting the SmartPLS-3. Drawing on the social exchange theory, the results revealed that the effect of perceived GHRM on both outcome variables is mediated by employee engagement. Secondly, perceived GHRM is significant predictor of employee engagement. Moreover, POS is found significant moderator between employee engagement and both outcome variables. The findings of this study advocate that manufacturing industry must pay greater attention to GHRM practices as employees treat them as the reciprocal process which helps organizations to escalate employees’ engagement level and decreases voluntary turnover rate. Overall, the study helps the stakeholders to understand the importance of social support of organization in implementing GHRM practices and how it shapes employee’s behaviour.

PL

Niniejsze badanie ma na celu zbadanie związku między postrzeganym zielonym zarządzaniem zasobami ludzkimi (GHRM), zaangażowaniem pracowników, wydajnością pracy, postrzeganym wsparciem organizacyjnym (POS) i intencją rotacji. Niniejsze badanie zostało zaprojektowane przy użyciu podejścia ilościowego za pomocą kwestionariusza do samodzielnego wypełnienia. W sumie 202 pracowników wzięło udział w badaniu i zebrało je za pomocą procedury pobierania próbek w kształcie kuli śnieżnej. Dane przeanalizowano przy użyciu modelowania równań strukturalnych metodą najmniejszych kwadratów i wspomagania SmartPLS-3. Opierając się na teorii wymiany społecznej, wyniki ujawniły, że wpływ postrzeganego GHRM na obie zmienne wynikowe jest mediowany przez zaangażowanie pracowników. Po drugie, postrzegany GHRM jest istotnym predyktorem zaangażowania pracowników. Co więcej, POS jest znaczącym moderatorem między zaangażowaniem pracowników a obiema zmiennymi wynikowymi. Wyniki tego badania wskazują, że przemysł wytwórczy musi zwracać większą uwagę na praktyki GHRM, ponieważ pracownicy traktują je jako wzajemny proces, który pomaga organizacjom w zwiększaniu poziomu zaangażowania pracowników i zmniejszaniu wskaźnika dobrowolnej rotacji. Ogólnie rzecz biorąc, badanie pomaga interesariuszom zrozumieć znaczenie wsparcia społecznego organizacji we wdrażaniu praktyk GHRM i sposobu, w jaki kształtuje ono zachowanie pracowników.

Słowa kluczowe

EN

green human resource management; employee engagement; turnover intention; job performance; perceived organizational support

PL

zielone zarządzanie zasobami ludzkimi; zaangażowanie pracowników; wydajność pracy; postrzegane wsparcie organizacyjne

• Wydawca: Czestochowa University of Technology
• Czasopismo: Polish Journal of Management Studies
• Rocznik: 2021
• Tom: Vol. 23, No. 1
• Strony: 470--486
• Opis fizyczny: Bibliogr. 61, rys., tab.

Twórcy

autor

Yusliza Mohd-Yusoff

• Universiti Malaysia Terengganu

autor

Tanveer M. Imran

• Shaheed Zulfikar Ali Bhutto Institute of Science & Technology, Pakistan

autor

Ramayah Thurasamy

• Universiti Sains Malaysia

autor

Kumar Sumatah Christie

• GEMS International School, Malaysia

autor

Saputra Jumadil

• Universiti Malaysia Terengganu

autor

Noor Faezah Juhari

• Universiti Malaysia Terengganu

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Uwagi

Opracowanie rekordu ze środków MNiSW, umowa Nr 461252 w ramach programu "Społeczna odpowiedzialność nauki" - moduł: Popularyzacja nauki i promocja sportu (2021).