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این مقاله علمی پژوهشی (ISI) به زبان انگلیسی از نشریه الزویر مربوط به سال ۲۰۲۲ دارای ۱۲ صفحه انگلیسی با فرمت PDF می باشد در ادامه این صفحه لینک دانلود رایگان مقاله انگلیسی و بخشی از ترجمه فارسی مقاله موجود می باشد.
کد محصول: M1202
سال نشر: ۲۰۲۲
نام ناشر (پایگاه داده): الزویر
نام مجله: Tourism Management
نوع مقاله: علمی پژوهشی (Research articles)
تعداد صفحه انگلیسی: ۱۲ صفحه PDF
عنوان کامل فارسی:
مقاله انگلیسی ۲۰۲۲: مدیریت منابع انسانی سبز ، آگاهی زیست محیطی و رفتارهای سبز: نقش تعدیلگر رهبری خدمتگزار
عنوان کامل انگلیسی:
Green HRM, environmental awareness and green behaviors: The moderating role of servant leadership
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Abstract
Given the numerous environmental issues facing the hotel industry, there is growing pressure to respond to them by implementing sustainable strategies such as green human resource management (HRM) practices. Thus, there is a need to examine how green HRM enhances environmental performance. Accordingly, this study explores the causal relationship between green HRM, employees’ pro-environmental performance (P-EP), environmental awareness, and servant leadership. The data were collected from employees working in hotels in Almaty, Kazakhstan. Smart PLS was utilized to conduct validity and reliability tests and to design structural equation modeling. The findings show that environmental awareness mediates the impacts of green HRM on proactive PEP, but does not support task-related P-EP. Also, servant leadership does not moderate the relationship between green HRM and task-related. Drawing on social exchange, social cognitive, and social learning theory, this study provides theoretical contributions, practical implications, and useful recommendations for managers and scholars in the hospitality industry.
Keywords: Green HRM, Pro-environmental behaviors, Environmental awareness, Servant leadership
۱.Introduction
Almost a century and a half of global industrial development has created significant environmental problems in many countries (Watson & Tidd, 2018). For example, activities conducted within the tourism industry lead to environmental problems such as climate change; loss of natural resources; the emission of various environmental pollutants that impact the air and water, as well as the emission of sound and light pollution; and even species extinction. These industrial processes and their destructive effects threaten the global environment, as well as economic and social well-being. This necessitates public attention to environmental or green issues, including energy conservation, recycling, and renewable energy sources such as solar, wind, and geothermal energy (Ecer, Pamucar, Mardani, & Alrasheedi, 2021). In particular, the hazards of environmental issues have led several industries to show a tendency to focus on green performance and to begin educating and training their employees in green performance in recent years. Among these industries, the hospitality industry has made a positive impact on the preservation of the environment through reduced consumption of energy and water, better use of durable and consumable goods, and reduced generation of solid and hazardous waste (Gürlek & Tuna, 2018; Kim, Lee, & Fairhurst, 2017; Pham, Tuˇckov´a, & Jabbour, 2019)…
۵.۴.Limitations and future research
Despite these contributions and implications, the present study entails several limitations that can serve as ideas for future research. First, this study focused on general HRM practices to provide insights regarding P-EP, and obtained interesting findings. However, future studies might focus on a specific green management approach, such as employee hiring criteria, green training, or green leadership. Moreover, because different types of environmental performance have been identified in the literature, future studies might also examine other possible green HRM outcomes, such as green creativity and green consumer behavior. Second, the present research can be extended by using other personal and organizational factors to explain the mediating process, such as green minldset and green empowerment. It is also suggested that further studies be conducted to test additional moderating alternatives that have the potential to strengthen the green HRM and P-EP relationship, such as intrinsic rewards and supervisors’ personality traits. Third, this study comprised a single quantitative study and used a crosssectional survey to collect data; therefore, qualitative research or a mixed-methods approach that applies a time lag for data collection is strongly recommended. Finally, the study is one of the first conducted in Almaty, Kazakhstan, on green HRM, its mechanisms, and, more importantly, its green outcomes. The results are novel and significant. Therefore, more studies on these variables in the same context are needed to help generalize the findings to the greatest extent possible.
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