دانلود مقاله نقش نوآوری سبز بر عملکرد محیطی و سازمانی
خلاصه
1. معرفی
2. بررسی ادبیات
3. مواد و روش ها
4. نتایج و تجزیه و تحلیل داده ها
5. بحث
6. نتیجه گیری
7. مفاهیم نظری
8. مفاهیم عملی
9. پیامدهای سیاست
10. محدودیت ها و زمینه های بالقوه مطالعات آینده
پیوست A. داده های تکمیلی
منابع
Abstract
1. Introduction
2. Literature review
3. Material and methods
4. Results and data analysis
5. Discussions
6. Conclusion
7. Theoretical implications
8. Practical implications
9. Policy implications
10. Limitations and potential areas of future studies
Appendix A. Supplementary data
References
چکیده
نوآوری سبز یک موضوع ضروری و سوزان برای عملکرد محیطی و سازمانی است. بنابراین، این تحقیق با هدف بررسی تأثیر نوآوری سبز بر عملکرد محیطی که منجر به عملکرد سازمانی می‌شود، می‌باشد. هدف دیگر اندازه گیری تأثیر دو بعد نوآوری سبز، مانند فرآیند سبز و اقدامات محصول سبز، بر نوآوری سبز است. دومین هدف اصلی این تحقیق ارزیابی تعدیل تعهد مدیریت و شیوه های منابع انسانی در ارتباط بین نوآوری سبز و عملکرد سازمانی و محیطی است. در مجموع 320 کارمند دیدگاه های خود را در مورد یک پرسشنامه خود مدیریتی از صنعت نساجی پاکستان ارائه کردند. ما از مدل سازی چند متغیره مبتنی بر SEM برای بررسی داده ها استفاده کرده ایم. این تحقیق مدل اندازه‌گیری شاخص‌های بازتابی را از طریق تحلیل عاملی تأییدی، انتخابی آشکار از مدل‌سازی معادلات ساختاری برای بررسی متغیرها و شاخص‌های مشاهده‌شده و مشاهده نشده با استفاده از PLS-SEM (مدل‌سازی معادلات ساختاری با حداقل مربعات جزئی) اندازه‌گیری کرده است. یافته های تحقیق نشان دهنده تأثیر مثبت و معنادار نوآوری محصول و فرآیند بر نوآوری سبز است. علاوه بر این، نوآوری سبز به طور قابل توجهی بر عملکرد محیطی و سازمانی تأثیر می گذارد. تعامل دو طرفه (اعتدال) شیوه‌های منابع انسانی و نوآوری سبز اثر تعدیل‌کننده قوی بر عملکرد سازمانی و محیطی ندارد. با این حال، تعهد مدیریت بین نوآوری سبز و عملکرد سازمانی تعدیل معناداری دارد. یک مدل تعامل سه طرفه (اعتدال تعدیل شده) تأثیر قابل توجهی بر دستاوردهای سازمانی دارد اما تأثیر ناچیزی بر عملکرد محیطی دارد. نتایج تحقیق به طور قابل توجهی کمک می کند و پیشنهاد می کند که شاغلین و سیاست گذاران باید شیوه های نوآوری سبز را در سازمان خود نهادینه کنند تا عملکرد سازمانی و محیطی خود را ارتقا دهند. شاغلین منابع انسانی نقش فعالی در ایجاد هنجارهای سبز و فرهنگ سازمانی دارند. یافته‌های مطالعه همچنین نشان می‌دهد که تعهد مدیریت به نوآوری سبز از تحولات در سطح سازمان به سمت اتخاذ شیوه‌های سبز حمایت می‌کند.
توجه! این متن ترجمه ماشینی بوده و توسط مترجمین ای ترجمه، ترجمه نشده است.
Abstract
Green innovation is an essential and burning topic for environmental and organizational performance. Therefore, this research aims to examine the effect of green innovation on environmental performance, which leads to organizational performance. Another objective is to measure the impact of two dimensions of green innovation, such as green process & green product measures, on green innovation. The second prime aim of this research is to evaluate the moderation of management commitment & human resource practices in an association between green innovation and organizational & environmental performance. A total of 320 employees provided their perspectives on a self-administrated questionnaire from the textile industry of Pakistan. We have employed SEM-based multivariate modeling to examine the data. This research has measured the reflective indicators measurement model through confirmatory factor analysis, an obvious choice of structural equation modeling to examine observed and unobserved variables and indicators using PLS-SEM (partial least square-structural equation modeling). The research findings reveal a positive & significant effect of product & process innovation on green innovation. Further, green innovation significantly impacts environmental and organizational performance. A two-way interaction (moderation) of human resource practices & green innovation does not have a cogent moderating effect on organizational & environmental performance. However, management commitment has a significant moderation between green innovation & organizational performance. A three-way interaction (moderated moderation) model finds a substantial effect on organizational attainment but an insignificant impact on environmental performance. The research outcomes significantly contribute and suggest that practitioners and policymakers must institutionalize green innovation practices in their organizations to enhance their organizational and environmental performance. HR practitioners play a vibrant role in creating green norms and organizational culture. The study findings also suggest that management commitment to green innovation advocates organization-level transformations toward adopting green practices.
Introduction
With the advent of technology and scientific advancements, the world has provided immense exposure to artificial resources, making life leisurely. However, artificial resource opulence has come at the cost of sustainability and the environment. The world has thus been facing issues with balance acquisition between sustainable usage of resources and economic development [1,2]. Managing both have been a great concern for the economies as one comes at an expense and tradeoff. Researchers have observed that economic growth and sustainability cannot go together [3,4]. Green growth and general innovation are well recognized for their interrelationship [5]. It is essential to observe that national economic development is established through soaring industrial activities [6]. In this essence, Segerstrom [7] validated through his proposed model that firm-level innovations immensely support economic growth. Green innovation is beneficial to prevent the environment from pollution, help in recycling waste, and could also save non-biodegradable energy [8,9]. Moreover, green technologies could achieve sustainable development [10,11]. In order to implement and achieve the target of green innovativeness, firms need to adopt teamwork within their organizational ecosystems (Muisyo et al., 2022). The said process can be run by key parameters such as the organizations’ access to large-scale data, the commitment of the management, and proper usage of human reserves [12,13], among other considerations. The outcomes demonstrated that firms are enticed to accept green innovation practices when internally and externally motivated organizations. Internal motives combine management’s commitment and supplier’s partnership, whereas external motives are regulations and demand pressures from customers. Thus, there is a direct relationship between the two [14]; (Parmar et al., 2022). Organizations can enhance their performance through green innovation as green practices guide them to devise strategies that can help them use fewer resources, reduce the chances of harm, and create a carbon footprint in the organization [15]. The green revolution is a unique strategy that permits organizations to create new techniques and systems that help organizations enhance their performance [16,17].
Conclusion
This study evaluated the connotation between green product & process innovations and green innovation. Moreover, the study examined the impact of green innovation in affiliation with organizational & environmental attainment. The study’s findings explored all the hypotheses devised to meet study objectives. Moderation effects of management commitment towards greening and green human resource practices were also examined between the primary relationship. Primary responses were obtained from the mid-career and upper management of the textile sector of Pakistan. This research revealed that product & process innovations have a cogent and affirmative effect on green innovation. The findings further demonstrated that green innovation exerted an affirmative and cogent effect on organizational & environmental performance. Thus, the senior management should seriously consider green innovation projects to increase the firm’s environmental performance and the long run, sustainable competitive growth. While evaluating the moderating effect of HR practices on environmental attainment, the findings are not supported.