Contribution of Human Resource Management in Creating and Sustaining Ethical Climate in the Organisations

This paper reviews the existent literature on creating and sustaining ethical culture and climate through human resource management (HRM) by discussing major issue and objective of managing ethical culture and climate and examining the state of human resource management in the same context. This review indicates different forms of ethical issues that still widely exist in the organisations and also reveals limited literature that examines how ethical culture and climate can be managed in organizations through effective HRM. The findings of this review present the contribution of functional dimensions of HRM in creating and sustaining ethical culture and climate at all levels in the organisations. This review also discusses the implications for practice and further research in relation to creating HRM-based ethical climate in organizations. Key Words: Ethics, Ethical Culture, Ethical Climate, Human Resource Managemen

The Relationships among Environmental Training, Environmental Attitude of Employee, Environmental Behavior of Employee and Environmental Orientation of Organization: A Review of Literature

AbstractThis paper reviews the relationships among environmental training, environmental attitude of employee, environmental behavior of employee and environmental orientation of organization. In order to achieve the review objectives, a systematic review of literature was conducted by using an archival method. This review process has used more than 70 research papers which are relevant to reviewed concepts. Findings of the review suggest that there are positive relationships among the reviewed concepts. Further, the relationship between environmental training (independent variable-IV) and environmental orientation of organization (dependent variable-DV) is mediated by environmental attitude of employee (mediating variable-M1). Similarly, environmental behavior of employee (mediating variable-M2) mediates the relationship between environmental training and environmental orientation of organization. Moreover, the environmental attitude of employee (M1) and environmental behavior of employee (M2) sequentially mediate the relationship between the environmental training and environmental orientation of organization (IV M1 M2  DV). Finally, this review proposes a three path mediation model which is useful to test and understand the relationships among the reviewed concepts empirically in the future.Keywords: Environmental Attitude of Employee, Environmental Behavior of Employee, Environmental Orientation of Organization, Environmental Training

Measuring Green Banking Practices: Evidence from Sri Lanka

AbstractIn recent years, both academics and practitioners are paying more attention to green banking concept due to its significant influence on environment management in banking context. In Sri Lanka, banks are launching green banking initiatives in recent years. Apparently, there are lacunas in empirical studies undertaken in Sri Lankan context regarding green banking practices and how to measure the level of intensity of green banking. As the green banking has become an emerging concept, both researchers and practitioners have called for a set of reliable and valid instrument for measuring green banking concept. The objectives of this paper are to explore the green banking practices in Sri Lanka and to develop an instrument to measure the green banking concept/practices. In order to achieve the first objective, data were collected from the secondary sources, mainly from the last three years annual reports of the selected banks in Sri Lanka and content analysis was applied. Regarding second objective, an instrument was developed to measure green banking practices and tested among the 155 bank staff of selected bank branches. In connection with the first objective, this study has identified and explored 98 green banking practices among the four private sector Commercial Banks in Sri Lanka. Regarding the second objective, a 16 items instrument with four key dimensions were developed to measure green banking. It is a reliable and valid instrument in measuring green banking practices from the perspective of Sri Lanka.Keywords: Green Banking Practice, Sri Lanka, Scale Development, Reliability, Validit

Organizational justice and its impact on organizational commitment: an empirical investigation among employees of selected banks

Employees' attitudes and behaviours play a vital role in the quality of service and customer satisfaction. Customer satisfaction and customers' perceptions of service quality are significantly influenced by the attitudes and behaviors of service employees (Bitner, Booms, & Tetreault, 1990). It is empirically researchable to explore the perception of organizational justice among bank employees and its impact on organizational commitment. Thus, this study focused on the level of organizational justice among the bank employees and its significant impact on organizational commitment. The objectives of this paper are to identify the level of organizational justice and organizational commitment and to explore the relationship between the organizational justice and commitment of employees of selected banks in Trincomalee District. This study was conducted among 163 employees of selected banks by using structured questionnaire. Collected data were analyzed by univariate and bivariate analysis. The finding of this study highlighted that the perception of organizational justice and organizational commitment are in higher level among the bank employees. There is strong positive relationship between organizational justice and commitment among employees of selected banks. Findings of this study will be important in understanding empirical knowledge on the subject of organizational justice and organizational commitment from the service sector perspective