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عنوان فارسی مقاله: مدیریت منابع انسانی سبز برای رفتار شهروندی سازمانی به سمت محیط و عملکرد محیطی در یک محوطه دانشگاه
عنوان انگلیسی مقاله: Green Human Resource Management for Organisational Citizenship Behaviour Towards the Environment and Environmental Performance on a University Campus
مجله/کنفرانس: مجله ی تولید پاک – Journal of Cleaner Production
رشته های تحصیلی مرتبط: مدیریت
گرایش های تحصیلی مرتبط: مدیریت منابع انسانی، مدیریت کسب و کار، مدیریت دانش
کلمات کلیدی فارسی: مدیریت منابع انسانی سبز، رفتار شهروندی سازمانی به سمت محیط، عملکرد محیطی، دانشگاه، هیات علمی، محرک توانایی – نظریه فرصت
کلمات کلیدی انگلیسی: Green human resource management, organisational citizenship behaviour towards environment, environmental performance, university, academic staff, Ability Motivation-Opportunity theory
نوع نگارش مقاله: مقاله پژوهشی (Research Article)
نمایه: Scopus – Master Journals List – JCR
شناسه دیجیتال (DOI): https://doi.org/10.1016/j.jclepro.2020.120401
دانشگاه: Razak Faculty of Technology and Informatics, Universiti Teknologi Malaysia Kuala Lumpur, Jalan Sultan Yahya Petra, 54100, Kuala Lumpur, Malaysia
ناشر: الزویر - Elsevier
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2020
ایمپکت فاکتور: 7.096 در سال 2019
شاخص H_index: 150 در سال 2020
شاخص SJR: 1.620 در سال 2019
شناسه ISSN: 0959-6526
شاخص Quartile (چارک): Q1 در سال 2019
فرمت مقاله انگلیسی: PDF
تعداد صفحات مقاله انگلیسی: 45
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: بله
آیا این مقاله مدل مفهومی دارد: دارد
آیا این مقاله پرسشنامه دارد: ندارد
آیا این مقاله متغیر دارد: ندارد
کد محصول: E14891
رفرنس: دارای رفرنس در داخل متن و انتهای مقاله
فهرست انگلیسی مطالب

Abstract


Graphical abstract


۱٫ Introduction


۲٫ Theoretical background and hypotheses development


۳٫ Research methodology


۴٫ Results


۵٫ Discussion


۶٫ Conclusion


Funding


CRediT authorship contribution statement


Declaration of competing interest


Acknowledgements


Appendix A. Supplementary data


Appendix.


Research Data


References

نمونه متن انگلیسی مقاله

Abstract


The slow and inefficient environmental performance of universities is drawing the attention of scholars towards behavioural change in employees rather than just relying on technological upgrades. Drawing upon the Ability-Motivation-Opportunity (AMO) theory, the purpose of this study is first to examine the influence of Green Human Resource Management (HRM) practices (green competence building practices, green motivation enhancing practices, and green employee involvement practices) on the organisational citizenship behaviour towards the environment (OCBE) of academic staff and, in turn, its impact on the environmental performance. Second, the mediating impact of OCBE between each of Green HRM practices and environmental performance is assessed. The data were collected from September until November 2017 on two campuses of a renowned public research university in Malaysia. Using quantitative research design, a structured questionnaire was used among the academic staff of the university. Convenience sampling was used to select the respondents from both campuses, and the Partial Least Squares (PLS) modelling technique was used to analyse the data, which comprised 122 respondents. Overall findings showed that three sets of Green HRM practices based on the Ability-Motivation-Opportunity framework had a significant impact on OCBE. Furthermore, OCBE had a significant relationship with environmental performance. For the mediation analysis, the results showed that OCBE exhibited by academic staff acted as a means through which the Green HRM practices of a university can positively influence the environmental performance of a university campus. The originality of this study rests in shedding light on Green HRM practices in the higher education sector and highlighting the critical role of academic staff’s environmentally friendly behaviour for improving the environmental performance of a university.


Introduction


Globally, researchers and environmental policymakers have agreed upon the fact that the reasons for environmental deterioration like resource deficits, increasing pollution and the loss of biodiversity are deep-rooted into human behaviour (Mtutu & Thondhlana, 2016; Renwick et al., 2013). In response to this, many organisations are inclined towards ensuring that their daily operations are less harmful to the environment through the implementation of environmental management systems (EMS) or green initiatives (Fawehinmi et al., in press). Hence, an emerging need exists for understanding and shaping employee behaviour to minimize the negative environmental impacts of their activities in organisations. In response to these concerns, the role of Green Human Resource Management (HRM) in influencing green employee behaviour in the workplace has emerged as a topic of study (Dumont et al., 2016). Green HRM is the inclusion of environment consciousness within the whole HRM process of hiring, training, rewarding and developing a green workforce that understands and values environment-friendly values, practices, and initiatives. Besides, contemporary researchers supporting the role of human resources in environmental performance have concentrated on environment-friendly employee behaviour as a crucial factor in successfully implementing environmental policies at the workplace (Kim et al., 2017).

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