The effect of green human resources management practices on employees’ affective commitment and work engagement: The moderating role of employees’ biospheric value
Autor(a) principal: | |
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Data de Publicação: | 2023 |
Outros Autores: | , |
Tipo de documento: | Artigo |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10400.12/9213 |
Resumo: | Organizational Sustainability is an increasingly important movement in the business world because of its social impact and also for the obligations imposed by state agendas and programs by global entities, such as the United Nations. At the forefront of such a movement is the Human Resources function, given its boundary activities with several critical internal and external stakeholders. The term Green Human Resource Management (GHRM) has been used to describe people management with a focus on green issues. The main objective of this research was to explore the relationship between personal values associated with sustainable behaviors (altruistic, biospheric, egoistic, and hedonic values), organizational outcomes such as engagement and commitment, and GHRM. A questionnaire was prepared and used to collect 532 responses from employees from various organizations. Results show that of the four personal values only the biospheric one moderates the relationship between GHRM practices and affective commitment so that the relationship between HRM and affective commitment is stronger when biospheric values score higher. This is an important finding, as it shows that when people value the biosphere, the effect of GHRM practices on affective commitment and work engagement is stronger than when people value other matters. |
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The effect of green human resources management practices on employees’ affective commitment and work engagement: The moderating role of employees’ biospheric valueGreen human resources managementAffective commitmentWork engagementPersonal environmental valuesHedonic valueBiospheric valueEgoistic valueAltruistic valueOrganizational Sustainability is an increasingly important movement in the business world because of its social impact and also for the obligations imposed by state agendas and programs by global entities, such as the United Nations. At the forefront of such a movement is the Human Resources function, given its boundary activities with several critical internal and external stakeholders. The term Green Human Resource Management (GHRM) has been used to describe people management with a focus on green issues. The main objective of this research was to explore the relationship between personal values associated with sustainable behaviors (altruistic, biospheric, egoistic, and hedonic values), organizational outcomes such as engagement and commitment, and GHRM. A questionnaire was prepared and used to collect 532 responses from employees from various organizations. Results show that of the four personal values only the biospheric one moderates the relationship between GHRM practices and affective commitment so that the relationship between HRM and affective commitment is stronger when biospheric values score higher. This is an important finding, as it shows that when people value the biosphere, the effect of GHRM practices on affective commitment and work engagement is stronger than when people value other matters.MDPI Multidisciplinary Digital Publishing InstituteRepositório do ISPAGomes, JorgeSabino, AnaAntunes, Vanessa2023-07-11T15:53:23Z20232023-01-01T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/articleapplication/pdfhttp://hdl.handle.net/10400.12/9213engGomes, J. F. S., Sabino, A., & Antunes, V. (2023). The effect of green human resources management practices on employees’ Affective Commitment and Work Engagement: The moderating role of employees’ biospheric value. Sustainability, 15(3). https://doi.org/10.3390/su150321902071105010.3390/su15032190info:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-07-16T02:15:37Zoai:repositorio.ispa.pt:10400.12/9213Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T18:34:51.021345Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
The effect of green human resources management practices on employees’ affective commitment and work engagement: The moderating role of employees’ biospheric value |
title |
The effect of green human resources management practices on employees’ affective commitment and work engagement: The moderating role of employees’ biospheric value |
spellingShingle |
The effect of green human resources management practices on employees’ affective commitment and work engagement: The moderating role of employees’ biospheric value Gomes, Jorge Green human resources management Affective commitment Work engagement Personal environmental values Hedonic value Biospheric value Egoistic value Altruistic value |
title_short |
The effect of green human resources management practices on employees’ affective commitment and work engagement: The moderating role of employees’ biospheric value |
title_full |
The effect of green human resources management practices on employees’ affective commitment and work engagement: The moderating role of employees’ biospheric value |
title_fullStr |
The effect of green human resources management practices on employees’ affective commitment and work engagement: The moderating role of employees’ biospheric value |
title_full_unstemmed |
The effect of green human resources management practices on employees’ affective commitment and work engagement: The moderating role of employees’ biospheric value |
title_sort |
The effect of green human resources management practices on employees’ affective commitment and work engagement: The moderating role of employees’ biospheric value |
author |
Gomes, Jorge |
author_facet |
Gomes, Jorge Sabino, Ana Antunes, Vanessa |
author_role |
author |
author2 |
Sabino, Ana Antunes, Vanessa |
author2_role |
author author |
dc.contributor.none.fl_str_mv |
Repositório do ISPA |
dc.contributor.author.fl_str_mv |
Gomes, Jorge Sabino, Ana Antunes, Vanessa |
dc.subject.por.fl_str_mv |
Green human resources management Affective commitment Work engagement Personal environmental values Hedonic value Biospheric value Egoistic value Altruistic value |
topic |
Green human resources management Affective commitment Work engagement Personal environmental values Hedonic value Biospheric value Egoistic value Altruistic value |
description |
Organizational Sustainability is an increasingly important movement in the business world because of its social impact and also for the obligations imposed by state agendas and programs by global entities, such as the United Nations. At the forefront of such a movement is the Human Resources function, given its boundary activities with several critical internal and external stakeholders. The term Green Human Resource Management (GHRM) has been used to describe people management with a focus on green issues. The main objective of this research was to explore the relationship between personal values associated with sustainable behaviors (altruistic, biospheric, egoistic, and hedonic values), organizational outcomes such as engagement and commitment, and GHRM. A questionnaire was prepared and used to collect 532 responses from employees from various organizations. Results show that of the four personal values only the biospheric one moderates the relationship between GHRM practices and affective commitment so that the relationship between HRM and affective commitment is stronger when biospheric values score higher. This is an important finding, as it shows that when people value the biosphere, the effect of GHRM practices on affective commitment and work engagement is stronger than when people value other matters. |
publishDate |
2023 |
dc.date.none.fl_str_mv |
2023-07-11T15:53:23Z 2023 2023-01-01T00:00:00Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10400.12/9213 |
url |
http://hdl.handle.net/10400.12/9213 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.relation.none.fl_str_mv |
Gomes, J. F. S., Sabino, A., & Antunes, V. (2023). The effect of green human resources management practices on employees’ Affective Commitment and Work Engagement: The moderating role of employees’ biospheric value. Sustainability, 15(3). https://doi.org/10.3390/su15032190 20711050 10.3390/su15032190 |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.publisher.none.fl_str_mv |
MDPI Multidisciplinary Digital Publishing Institute |
publisher.none.fl_str_mv |
MDPI Multidisciplinary Digital Publishing Institute |
dc.source.none.fl_str_mv |
reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
instname_str |
Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
instacron_str |
RCAAP |
institution |
RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
collection |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
repository.name.fl_str_mv |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
repository.mail.fl_str_mv |
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1799132074560454656 |