Does green HRM really matter for sustainable performance? The role of environmental consciousness and green intellectual capital.

The purpose of this study is to investigate the impact of a set of green human resource management (HRM) practices on sustainable performance in Pakistani higher education institutions (HEIs), while also taking into account the mediating influence of environmental consciousness and green intellectual capital. Furthermore, the study aims to assess the association between environmental consciousness and green intellectual capital, along with the sustainable outcome. The study data was collected from 250 HR managers and executive officers who were responsible for implementing green HRM practices and sustainable performance in the education sector of Pakistan. Smart PLS-4 software was used to perform the statistical analysis of the data. According to the results of this study, green HRM practices play a substantial role in enhancing sustainable performance. The study also identified a link between green HRM practices and sustainable performance via environmental awareness and green intellectual capital. The research contributes to the theoretical paradigm's social cognitive theory by offering information on green HRM practice bundles and sustainable performance. The research also demonstrates that green intellectual capital and environmental consciousness operate as a bridge between green HRM practices and long-term sustainable performance. The study's findings have real-world applications for education, policymakers, and human resource managers at the highest levels. In order to achieve sustainable performance, the study emphasizes the significance of developing green intellectual capital and implementing green HRM practices.

Green HRM, green innovation and environmental performance: the role of green transformational leadership and green corporate social responsibility.

The current study attempted to inspect the influence of green human resource management (GHRM) practices and green innovation (GI) on environmental performance. Besides, the study considered green corporate social responsibility (GCSR) as a mediator to elaborate on the influence of GHRM and green innovation on environmental performance. Additionally, the current study assessed the role of green transformational leadership (GTFL) by the focus on GHRM and GI on GCSR. Data were gathered from 310 employees who are working in public and private banks by using a survey questionnaire. Subsequently, the data were analysed by using the partial least square structural equation modelling technique. The study findings showed that GHRM and GI positively influenced GCSR. In addition, the results revealed an insignificant relationship between GHRM and environmental performance (EP), whereas the influence of GI on environmental performance was significant. Moreover, GCSR positively influenced environmental performance. The results supported the mediator task of GCSR between the influence of GHRM and GI on EP. Finally, the findings indicated GTFL as a significant moderator. The study was theoretically grounded on NRBV theory. The study adds to the GHRM, GTFL, GCSR, green innovation and environmental performance theory in novel ways. The study also added to the literature by providing evidence on how transformational leadership can serve as a booster to transform the influence of GHRM on GCSR.

Greening the workforce in higher educational institutions: The pursuance of environmental performance.

The research aims to examine the role of green human resource management (GHRM) in the university's environmental performance. Furthermore, this research also focuses on the mediating effect of green commitment and pro-environmental behavior. It also aims to check how green self-efficacy moderates the relationship between green commitment and pro-environmental behavior. The paper opted for a quantitative design using the convenience sampling technique/approach by collecting the data through a structured questionnaire on 208 academic staff currently employed in the university. The data were collected from August until December 2021 on two campuses (Gujranwala, Jhelum) of the University of Punjab in Pakistan. The current study results give empirical insights that show how green human resource management practices lead to environmental performance at a greater level in a university setting. Study results proposed that change in behavior of employees through human resource management practices can ultimately affect the organization's environmental performance. Further results also demonstrate that green self-efficacy moderates the relationship between green commitment and pro-environmental behavior. This study highlights the role of the university staff's level of commitment and self-efficacy, which are beneficial for enhancing the university's environmental performance. The originality of this study fills the gap in how green commitment mediates the relationship of green human resource management and environmental performance further; it fulfills the gap of green self-efficacy that moderates the relationship of pro-environmental behavior and green commitment. The study sheds light on green human resource management practices in the higher education sector. It emphasizes the vital role of academic staff's environmentally conscious behavior in enhancing a university's environmental performance. The further study highlighted the increasing concept of green human resource management as a set of building the ability, enhancing motivation, and providing opportunities to influence workers' pro-environmental behaviors. The conclusion of the current research was capable of validating the positive concerns of green GHRM, behaviors, and commitments for environmental performance.

Depletion of psychological, financial, and social resources in the hospitality sector during the pandemic.

This study details how psychological, financial, and social factors shape employee deviant interpersonal behaviors during a pandemic. Data were collected with a survey of 372 front-line employees of hotels and analyzed with PLS-SEM. The findings showed social disconnectedness and perceived risk of unemployment leads to perceived isolation, which further creates depression in employees. The findings also showed that depression is positively related to employee deviance. Financial strain is a major cause of perceived isolation, depression, and deviant behaviors among front-line employees. Results also proved that social support reduces fear of isolation, depression, and employee deviance. This study provides guidelines that hotels need to understand the psychological stance of employees and design policies to overcome employee perceived fears and psychological disorders.