Greening human resource management and employee commitment towards the environment: An interaction model

In response to a greater environmental awareness, organizations are concerned more and more about the “greening” human resource management (GHRM). Although the literature on GHRM has been extending, published studies have paid little attention to the research of GHRM and its contribution to employee commitment towards the environment, especially the interactions of GHRM practices, so far. Thus, to bridge this research gap, this study extends the Ability-Motivation-Opportunity and the Social exchange theories in the green context by investigating a new conceptual framework, which explores the indirect and interactive effects of GHRM practices (training, reward, and organizational culture) on employee environmental commitment. A quantitative study is conducted through a survey involving 209 respondents. Findings suggest that: (1) three GHRM practices are important tools in stimulating directly employees to commit to the environmental activities, (2) a two-way interaction of green training and green organizational culture can unlock employee commitment for the environment, especially at the high and average levels of green organizational culture, (3) the commitment is also increased significantly through a three-way interaction, the two strongest effects are recognized with the conditions of high-green organizational culture and the average-and high-green reward, whereas (4) the interacting between green training and green reward is an unimportant factor in encouraging employee environmental attachment. © 2019 The Author(s).Internal Grant Agency of FaME TBU [IGA/FaME/2018/009]; La Trobe Business School, Australi

How to drive brand engagement and EWOM intention in social commerce: A competitive strategy for the emerging market

Brand engagement and eWOM intention have been found to be critical factors driving competitive advantage for companies, as the evolution of social networking sites has changed the perspective of how companies engage with customers. Based on social exchange theory, the current research proposes an empirical model that emphasizes (1) the unique role of social commerce characteristics, including personalization, socialization, and information availability, in enhancing consumer-brand engagement, (2) the connection between consumer-brand engagement and eWOM intention, and (3) the moderating influence of trust towards such connection. A survey of 248 Facebook users with online shopping experience was employed. By using PLS-graph 3.0, structural equation modelling, the findings demonstrate that personalization and socialization positively influence brand engagement, which in turn leads to eWOM intention. Furthermore, trust moderates the brand engagement-eWOM intention relationship. Unexpectedly, information availability has shown no significant effect on brand engagement. The study encompasses the knowledge of social exchange theory into the social commerce environment by investigating the linkage between the social commerce environment and brand engagement. It contributes value to marketing theories by describing the moderating role of trust from the viewpoint of Gen Y. In addition, the study's findings may shed light on how firms in emerging markets can increase competitiveness by stimulating brand engagement and eWOM intention, as well as enhancing consumer trust in the comments regarding the products/services within the social commerce environment. © 2020 Tomas Bata University in Zlín. All rights reserved.Internal Grant Agency of the Faculty of Management and Economics, Tomas Bata University in Zlin [IGA/FaME/2018/015

Greening human resource management and employee commitment toward the environment: An interaction model

In response to a greater environmental awareness, organizations are concerned more and more about the “greening” human resource management (GHRM). Although the literature on GHRM has been extending, published studies have paid little attention to the research of GHRM and its contribution to employee commitment toward the environment, especially the interactions of GHRM practices, so far. Thus, to bridge this research gap, this study extends the Ability-Motivation-Opportunity and the Social exchange theories in the green context by investigating a new conceptual framework, which explores the indirect and interactive effects of GHRM practices (training, reward, and organizational culture) on employee environmental commitment. A quantitative study is conducted through a survey involving 209 respondents. Findings suggest that: (1) three GHRM practices are important tools in stimulating directly employees to commit to the environmental activities, (2) a two-way interaction of green training and green organizational culture can unlock employee commitment for the environment, especially at the high and average levels of green organizational culture, (3) the commitment is also increased significantly through a three-way interaction, the two strongest effects are recognized with the conditions of high-green organizational culture and the average- and high-green reward, whereas (4) the interacting between green training and green reward is an unimportant factor in encouraging employee environmental attachment

Enhancing the organizational citizenship behavior for the environment: the roles of green training and organizational culture

The environmental concern has become an emerging topic in organization's human resource management strategy, especially in improving employee's environmental behavior at work Thus, the organizational citizenship behavior toward the environment (OCBE) has been currently attracting scholars in management. However, published studies contain research gaps in investigation of the relationships between both green training and organizational culture and OCBE, especially in the hotel industry. Following the social exchange and Ability-Motivation Opportunity theories, this study aims to examine the effects of two green practices on OCBE and the moderating role of green organizational culture to the effect of green training on OCBE. A quantitative approach with survey strategy is employed and conducted in 4-5 star hotels to test these relationships. The PLS-SEM and K-means Cluster Analysis techniques are applied to analyze data. The findings reveal that green training and organizational culture positively influence OCBE. Also, the effect of green training on OCBE is moderated by green organizational culture. Finally, our study provides limitations of research and further studies, and the implications for management practices concerned with improving employee's voluntary eco-behavior in the hotel industry.Internal Grant Agency of FaME TBU [IGA/FaME/2018/009

Safety and efficacy of fluoxetine on functional outcome after acute stroke (AFFINITY): a randomised, double-blind, placebo-controlled trial

Background Trials of fluoxetine for recovery after stroke report conflicting results. The Assessment oF FluoxetINe In sTroke recoverY (AFFINITY) trial aimed to show if daily oral fluoxetine for 6 months after stroke improves functional outcome in an ethnically diverse population. Methods AFFINITY was a randomised, parallel-group, double-blind, placebo-controlled trial done in 43 hospital stroke units in Australia (n=29), New Zealand (four), and Vietnam (ten). Eligible patients were adults (aged ≥18 years) with a clinical diagnosis of acute stroke in the previous 2–15 days, brain imaging consistent with ischaemic or haemorrhagic stroke, and a persisting neurological deficit that produced a modified Rankin Scale (mRS) score of 1 or more. Patients were randomly assigned 1:1 via a web-based system using a minimisation algorithm to once daily, oral fluoxetine 20 mg capsules or matching placebo for 6 months. Patients, carers, investigators, and outcome assessors were masked to the treatment allocation. The primary outcome was functional status, measured by the mRS, at 6 months. The primary analysis was an ordinal logistic regression of the mRS at 6 months, adjusted for minimisation variables. Primary and safety analyses were done according to the patient's treatment allocation. The trial is registered with the Australian New Zealand Clinical Trials Registry, ACTRN12611000774921. Findings Between Jan 11, 2013, and June 30, 2019, 1280 patients were recruited in Australia (n=532), New Zealand (n=42), and Vietnam (n=706), of whom 642 were randomly assigned to fluoxetine and 638 were randomly assigned to placebo. Mean duration of trial treatment was 167 days (SD 48·1). At 6 months, mRS data were available in 624 (97%) patients in the fluoxetine group and 632 (99%) in the placebo group. The distribution of mRS categories was similar in the fluoxetine and placebo groups (adjusted common odds ratio 0·94, 95% CI 0·76–1·15; p=0·53). Compared with patients in the placebo group, patients in the fluoxetine group had more falls (20 [3%] vs seven [1%]; p=0·018), bone fractures (19 [3%] vs six [1%]; p=0·014), and epileptic seizures (ten [2%] vs two [<1%]; p=0·038) at 6 months. Interpretation Oral fluoxetine 20 mg daily for 6 months after acute stroke did not improve functional outcome and increased the risk of falls, bone fractures, and epileptic seizures. These results do not support the use of fluoxetine to improve functional outcome after stroke

Green human resource management: a comprehensive review and future research agenda

Purpose: Green human resource management (GHRM), seen as a current research trend, plays an important role in organizations’ sustainable development strategies. However, there is still a research gap in the systematization and integration of the available GHRM-related knowledge to suggest detailed future directions. Thus, the purpose of this paper is to conduct a systematic literature review on GHRM aimed at proposing detailed research gaps and agendas for future study. Design/methodology/approach: First, this work reviews 74 articles, including 61 research/empirical articles and 13 review articles, linked with the GHRM field from the Scopus and Web of Science databases. These publications are then coded and classified into ten categories before the main findings linked with GHRM knowledge are identified. Last, the study addresses existing research gaps and proposes detailed recommendations and a research framework for further studies. Findings: Analysis of the relevant literature is presented in the following main sections: an overview that illustrates the existing findings related to GHRM coded and classified; a description that stresses research gaps and proposes in detail 16 recommendations; and a research framework that focuses on GHRM for a future research agenda. Originality/value: This review is important for researchers orient the research in GHRM by identifying research gaps and providing detailed recommendations. It is the first work that proposes a full research framework for future studies, especially suggestions of development related to green behavior outside of organizations, the circular economy, and technology based perspectives/Industry 4.0. © 2019, Emerald Publishing Limited

Enhancing the organizational citizenship behavior for the environment: the roles of green training and organizational culture

The environmental concern has become an emerging topic in organization’s human resource management strategy, especially in improving employee’s environmental behavior at work. Thus, the organizational citizenship behavior toward the environment (OCBE) has been currently attracting scholars in management. However, published studies contain research gaps in investigation of the relationships between both green training and organizational culture and OCBE, especially in the hotel industry. Following the social exchange and Ability-Motivation-Opportunity theories, this study aims to examine the effects of two green practices on OCBE and the moderating role of green organizational culture to the effect of green training on OCBE. A quantitative approach with survey strategy is employed and conducted in 4-5 star hotels to test these relationships. The PLS-SEM and K-means Cluster Analysis techniques are applied to analyze data. The findings reveal that green training and organizational culture positively influence OCBE. Also, the effect of green training on OCBE is moderated by green organizational culture. Finally, our study provides limitations of research and further studies, and the implications for management practices concerned with improving employee’s voluntary eco-behavior in the hotel industry

Going green: predicting tourists’ intentions to stay at eco-friendly hotels - The roles of green attitude and environmental concern

Purpose – By anchoring on the Ability-Motivation-Opportunity (AMO) framework, this research aims to examine the effect of tourists’ green ability, motivation, opportunity to access green information on digital media platforms (green AMO) on their intention to stay at green hotels. The study also tests the moderating role of environmental concern and the mediating role of green attitude in this relationship. Design/methodology/approach – An online survey was conducted on large Facebook groups and by an international tour operator in March 2022. Through convenience sampling, 600 responses were collected from local and international tourists. PLS-SEM was performed to validate the research model. Findings – The results reveal that tourists’ intention to stay at green hotels is positively affected by their green AMO through indirect and direct channels. Specifically, green AMO indirectly effects tourists’ intention to stay at green hotels by raising their green attitude. The results also indicate that the direct effect is moderated by environmental concern. Practical implications – The findings demonstrate the importance of facilitating tourists’ access to environmental information on social media platforms, which enhances green attitude and intention to stay at green hotels. This study also proposes practical solutions that managers of green hotels can employ to target green-oriented customers and conduct environmental campaigns on digital platforms. Originality/value – The research is the first to investigate the effects of tourists’ green AMO on their intention to stay at green hotels. It is also the first to explore the roles of environmental concern and green attitude in this relationship

Going green: predicting tourists’ intentions to stay at eco-friendly hotels - The roles of green attitude and environmental concern

Purpose – By anchoring on the Ability-Motivation-Opportunity (AMO) framework, this research aims to examine the effect of tourists’ green ability, motivation, opportunity to access green information on digital media platforms (green AMO) on their intention to stay at green hotels. The study also tests the moderating role of environmental concern and the mediating role of green attitude in this relationship. Design/methodology/approach – An online survey was conducted on large Facebook groups and by an international tour operator in March 2022. Through convenience sampling, 600 responses were collected from local and international tourists. PLS-SEM was performed to validate the research model. Findings – The results reveal that tourists’ intention to stay at green hotels is positively affected by their green AMO through indirect and direct channels. Specifically, green AMO indirectly effects tourists’ intention to stay at green hotels by raising their green attitude. The results also indicate that the direct effect is moderated by environmental concern. Practical implications – The findings demonstrate the importance of facilitating tourists’ access to environmental information on social media platforms, which enhances green attitude and intention to stay at green hotels. This study also proposes practical solutions that managers of green hotels can employ to target green-oriented customers and conduct environmental campaigns on digital platforms. Originality/value – The research is the first to investigate the effects of tourists’ green AMO on their intention to stay at green hotels. It is also the first to explore the roles of environmental concern and green attitude in this relationship