Human Resource Management

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    Green leadership and pro-environmental behaviour: a moderated mediation model with rewards, self-efficacy and training
    (Emerald Publishing, 2022) Ahuja, Jaya; Yadav, Mohit; Sergio, Rommel P.
    Purpose: The purpose of this study is to identify the association between environmental leadership (EL) and pro-environmental behaviour among the middle-level employees in iron and steel manufacturing companies. The study further emphasizes on mediation of the relationship by green rewards and green self-efficacy in EL and pro-environmental behaviour relationship, moderated by green training. Design/methodology/approach: To find the reliability and validity of the model, confirmatory factor analysis was used. Pearson correlation was used to explore the relationship between variables. PROCESS macro of Hayes (2013) Model 14 was used to test mediation and moderated mediation. Findings: EL influenced pro-environmental behaviour in middle-level employees. Green rewards and green self-efficacy mediated the relationship. Green training moderated the mediated relationship of green rewards and green self-efficacy between EL and pro-environmental behaviour. Originality/value: This is a fresh contribution around EL and pro-environmental behaviour in iron and steel companies; however, there are studies available on this relationship, but the unique contribution of the study is studying EL in iron and steel companies and mediated moderated relationship by green rewards, self-efficacy and training. It is necessary for the organizations to develop environmental leaders to promote pro-environmental behaviour in employees across sectors. © 2022, Emerald Publishing Limited.
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    Telecommuting Versus Traditional Work Environment: Determinants of Job Satisfaction as Perceived by Individual Contributors and Supervisors
    (Springer Science and Business Media B.V., 2020) Caranto, Melfi Masongsong; Sergio, Rommel Pilapil; Oribiana, Melchor Zabala
    The study delved into telecommuting and traditional work environment as determinants of job satisfaction as perceived by individual contributors and supervisors of a multinational manufacturing firm based in the USA. Specifically, the researchers intend to find out if there is a significant relationship between the respondents’ profile variables and the perception of the individual contributors and supervisors on telecommuting. Consequently, the paper established the relationship between job satisfaction and the traditional work environment and with telecommuting. The study employed quantitative-descriptive design by utilizing primary data through survey method. The study used the perception survey with three parts, namely, demographic profile, job satisfaction, and telecommuting survey. For the interpretation of data, frequency distribution, mean scores, percentage, and chi-square (tested at 0.05 level of significance) were used. The major results revealed that the respondents have better job satisfaction as they practice telecommuting and that they prefer this as an alternative work environment over the traditional office setup. In the light of the foregoing data, it is recommended that industries of today consider how technology can be of advantage not only for the machinery to improve its productivity and output but most importantly to enhance the employees’ welfare. © Springer Nature Switzerland AG 2020.
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    The Effects of Age on Job Crafting: Exploring the Motivations and Behavior of Younger and Older Employees in Job Crafting
    (Springer Science and Business Media B.V., 2017) Baroudi, Sabrine El; Khapova, Svetlana N.
    Purpose: This paper contributes to the job-crafting theory of Wrzesniewski and Dutton (The Academy of Management Review 26(2):179–201, 2001) by exploring the effects of age on job-crafting behaviors (i.e., task crafting, relational crafting, and cognitive crafting) and on job-crafting motivations (i.e., the need for personal control, the desire to create and sustain a positive self-image, and the need for human connection). Design/methodology/approach: Semi-structured interviews were conducted with 16 younger and 15 older employees (n = 31) at a socially responsible non-profit organization in the Netherlands. The qualitative data were analyzed in two major steps: (1) identifying job-crafting motivations and behaviors in older and younger employees and (2) identifying and comparing the differences in the job-crafting motivations and behaviors between older employees and younger employees. Findings: We found that both older and younger employees are likely to engage in job-crafting behavior to assert control over their jobs and to create a positive self-image. However, younger employees may have two different motivations (personal control and positive self-image) for engaging in such job-crafting behavior. Whereas both younger and older employees engage the most in task crafting, younger employees are more likely to engage in all three types of job-crafting behavior; additionally, we found that the three different forms of job-crafting behavior of younger employees occur in conjunction with one another. Research limitations/implications: This study contributes to the original job-crafting model of Wrzesniewski and Dutton (The Academy of Management Review 26(2):179–201, 2001) by including the effect of age in the model, and by demonstrating the importance of studying the three original main job-crafting motivations and behaviors separately from one another. Practical implications: This paper addresses the multigenerational challenges of the contemporary workforce. It demonstrates that managers may play a pivotal role in stimulating older employees to engage in job-crafting behaviors by informing them about job-crafting strategies and providing them with more opportunities to engage in job crafting. Originality/value: This paper is original in that it re-examines, refines, and enriches the job-crafting model of Wrzesniewski and Dutton (The Academy of Management Review 26(2):179–201, 2001), which is receiving a growing interest among researchers and business practitioners. © 2017, Springer International Publishing Switzerland.
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    Educational Tourism in Dubai: The Global Higher Education Hub Across Culture
    (Springer Science and Business Media B.V., 2017) Antiado, Djonde Frega A.; Castillo, Fermin G.; Tawadrous, Maher Ibrahim Mikhael
    Tourism in Dubai is an integral part of the Dubai government’s strategy for a sustainable future. Dubai being the most populous among the seven Emirates of United Arab Emirates serves as a gateway for tourism, business, investment, and education. Educational tourism is becoming a popular destination in major key cities around the world and Dubai, United Arab Emirates, is one of the leading destinations in that aspect. Dubai’s reputation in the tourism industry is remarkable as it offers better infrastructure, quality of life, and most of all a very safe place for education, tourism, and more. Educational tourism in Dubai plays significant role in knowledge management across society. This research study examines the suitability of Dubai as the frontrunner as education hub in United Arab Emirates and in the GCC region. Understanding the diversity makes it a multicultural educational hub for education and tourism. © 2017, Springer International Publishing Switzerland.
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    The Role of Organisational Commitment, Leadership Style, Strategic Human Resources Practices and Job Satisfaction Towards Sustainable Tourism Industry: Comparative Study in the UAE and Malaysia
    (Springer Science and Business Media B.V., 2017) Zarim, Zainal Abu; Mohamad, Osman Bin; Rahman, Muhammad Sabbir; Zaki, Hafizah Omar; Sergio, Rommel Pilapil; Haladay, Diana J.
    The role of organisational commitment, leadership and strategic human resources practices towards developing a sustainable tourism industry has received limited attention under multi-country perspective. The aim of this research project is to concentrate on testing hypothesis derived from theories presented by leading scholars regarding the potential impact of organisational commitment, leadership style, strategic human resources practices and job satisfaction towards developing sustainable tourism industry, using cross-sectional data from the UAE and Malaysia. The research is empirically motivated where the survey is to be conducted among managers and employees from different tourism service providers in the UAE and Malaysia. Convenience sampling and a survey of questionnaires have been utilised in both countries. Although several assumptions and judgements have been tested regarding the foundation of sustainable tourism, there were still very few empirical research gaps on the comparative study with regard to strategic human resources aspects in preparing a sustainable tourism industry. The research findings showed that there is a positive and significant relationship between the independent variables, such as organisational commitment, leadership style, strategic human resources practices and job satisfaction with the dependent variable, sustainable tourism in both countries. The findings also revealed the antecedents of creating sustainable tourism industry by concentrating on human resources practices which is deemed to contribute to the UAE and Malaysian tourism industry. This explains the necessity for intra-country cooperation (between the UAE and Malaysia) for the preparation of a favourable environment and mobilisation of strategic human resources for sustainable tourism growth. © 2017, Springer International Publishing Switzerland.