RESUMEN

This study investigates the factors influencing employees' pro-environmental behavior (PEB) within organizations in the United Arab Emirates (UAE), a nation with a strong policy focus on sustainability. Utilizing a questionnaire-based survey of 146 employees in an automotive division of a UAE company and structural equation modeling (SEM), the research examines the impact of green entrepreneurial orientation, green leadership, environmental commitment, and Green Human Resource Management (GHRM) on employees' willingness to engage in eco-friendly practices at work. The findings reveal that GHRM and green leadership significantly influence employees' green entrepreneurial orientation, which in turn, alongside environmental commitment, positively impacts PEB. These results emphasize the importance of integrating sustainability into organizational culture, leadership, and human resource practices to foster a workforce that actively participates in environmental initiatives, thereby contributing to the development of sustainable communities and enhancing stakeholder engagement. The study provides valuable insights into the specific factors that drive PEB in the UAE context, where national policies prioritize sustainability, highlighting that the importance of implementing green practices and promoting a supportive environment encourages employees and stakeholders to embrace environmental sustainability. The research also sheds light on the role of green entrepreneurial orientation, suggesting that empowering employees to develop innovative environmental solutions can be a key driver of PEB. The SEM analysis also confirmed the positive impact of GHRM and green leadership on green entrepreneurial orientation. Additionally, green entrepreneurial orientation and environmental commitment were found to significantly influence PEB. These results have practical implications for organizations in the UAE and beyond, emphasizing that by integrating eco-friendly practices and fostering stakeholder engagement, organizations can enhance their environmental performance, strengthen their reputation, and attract environmentally conscious customers and employees, contributing to the development of sustainable communities.

Asunto(s)

Liderazgo , Emiratos Árabes Unidos , Humanos , Masculino , Adulto , Femenino , Encuestas y Cuestionarios , Cultura Organizacional , Conservación de los Recursos Naturales/métodos , Persona de Mediana Edad

RESUMEN

This study aims to analyze the role of green transformational leadership and human resource management in organizational performance with the mediating effect of green innovation. The study also proposes the moderating role of commitment to management change. The study used a quantitative research method with a random sampling technique and surveyed 235 managers from the Cement industry across Pakistan. The statistical techniques used to assess the study's hypotheses were partial least squares structural equation modeling (PLS-SEM) and SPSS. The findings show that green transformational leadership and HRM positively impact organizational performance, with green innovation partially mediating effect. Furthermore, affective commitment to management change strongly moderates the relationship between green innovation and organizational performance. In addition, the proposed relationship is based on the resource-based view (RBV) theory. Therefore, Managers and executives should adopt green principles and practices and build an environmentally friendly culture that encourages employees to engage in green behaviors and activities to improve organizational performance. To successfully implement green practices in a developing country like Pakistan, the Cement sector must understand how the cement industry improves its performance and whether employees demonstrate green innovation.

RESUMEN

This research examines the interaction among green human resource management, green leadership, green work engagement, and green organizational culture within an emerging market. Specifically, the research investigates the mediating role of green organizational culture in the relationship between green human resource management, green leadership, and green work engagement in Vietnam's agricultural products industry. Data was collected from 380 employees, revealing that green human resource management and green leadership have a positive effect on green work engagement. Moreover, the findings demonstrate that green organizational culture plays a mediating role in the association between green human resource management, green leadership, and green work engagement. These results contribute to the existing theoretical framework of green human resource management, offering insights into the influence of green human resource management and green leadership on green work engagement through green organizational culture. The research highlights the significance of effective implementation of green human resource management initiatives, green leadership, and the promotion of a green organizational culture to foster employee engagement in environmentally sustainable work practices.

RESUMEN

How effectively our leaders are trained and prepared for the future is the ultimate success as it helps in achieving sustainable development goals. Simultaneously, education also holds a central position to acknowledge social, environmental, and ethical issues. Besides, healthcare sector is the major subject of discussion when there is a discussion of sustainable development, the reason being its direct linkage with SDG 3 which purely preaches healthcare and well-being. The healthcare sector itself aspires to protect health; however, it is also the highest emitter of pollution that creates vicious cycle. This establishes a greater interest to determine the factors that break the cycle through the sustainable healthcare organizations which is subjected to reduce emissions and protect environment, nature, and society. The study specifically focusing on sustainable development goal 3 intends to examine the collective role of green leadership, green education, and green finance from the perspective of private sector employees. We explore whether these factors are helpful to achieve SDG3 agenda in the presence of mediator, public health expenditure. With the help of PLS-methodology, the study concludes that green leadership and green education are strong indicators of SDG3. Besides, green finance also facilitates economies to find innovative ways through which health and well-being of individuals can be taken care of. The positive and significant mediation effect of public health expenditure indicates that there is a need to dedicate the efforts toward public health expenditures.

Asunto(s)

Gastos en Salud , Desarrollo Sostenible , Humanos , Liderazgo , Atención a la Salud , Sector de Atención de Salud , China , Desarrollo Económico

RESUMEN

Global warming and the dreadful climate condition in China demands the sustainable energy transition and production that must be far away from coal-based energy production. The present article, thereby, intends to assess the effectiveness of environmental knowledge and green supply chain practices on sustainable energy production. The study also introduces green behavior and green leadership as a moderator to evaluate the proposed relationship. Primary data has been collected and assessed by PLS-SEM. The findings reveal that environmental knowledge, green purchases, and internal environmental management (IEM) have a positive association with sustainable energy production (SEP) in China. The outcomes also indicate that green behavior significantly moderates among environmental knowledge, green purchases, and SEP, and green leadership significantly moderates among IEM and SEP in China. The research guides the policymakers in establishing policies related to SEP using green behavior, GSC practices, and environmental knowledge.

Asunto(s)

Conservación de los Recursos Naturales , Liderazgo , China , Clima , Energía Renovable

RESUMEN

The green leadership (GL) concept has significantly gained popularity over the last decade. Consequently, more research has been conducted on this emerging leadership concept, emphasizing leadership styles that promote the green environment so that sustainable goals can be achieved. In the present research, leaders' emotional intelligence (EI) is positioned as a mediating variable between GL and employees' green organizational citizenship behavior (GOCB). The data of this research comprised managerial and non-managerial staff from the manufacturing and service industries. A PLS-SEM was used to evaluate the relationship between the various factors among 422 employees. The empirical findings indicated that GL and GOCB had a favorable and robust relationship. The results of the study also suggested that a leader's EI mediates the influence of green leadership on their employees' green organizational citizenship behavior. Green leadership is essential in creating sustainable environmental behaviors among employees. It can strengthen leaders' EI, which successively helps them to garner positivity and foster an environment of mutual harmony and cooperation in the workplace to support pro-environmental policies. Overall, our study contributes to and advances previous studies and shows that green leadership plays a critical role in influencing a leader's own EI which, in turn, predicts the green OCB of their employees in the workplace.