group assignment ii influencing factors of employees green behavior in hanoi vietnam

I.Literature reviewThis study proposes that Corporate social responsibility CSR, Green humanresource management GHRM, Green leadership and management, Green training,Green washing impact

GROUP ASSIGNMENT II

Influencing Factors Of Employee's Green

Behavior In Hanoi, Vietnam

Course: Business Research Methods

Lecturer: Nguyễn Thị Minh Anh

Class: IB1611-LOG_RMB301

Group 2:

Vũ Thị Phương Anh HA 160090

Lê Thị Tú Uyên HA 160092

Vũ Thị Thanh Tâm HS 163078

Phạm Thị Hoài Linh HS 160288

Đinh Thuý Làn HS 160407

—-Table of Contents

I Literature review

1 Employee’s green behavior

2 Corporate social responsibility

3 Green human resource management

4 Green leadership and management

5 Green training

6 Greenwashing

II References

I Literature review

This study proposes that Corporate social responsibility (CSR), Green human resource management (GHRM), Green leadership and management, Green training, Green washing impact Employee’s green behavior

1 Employee’s green behavior

Employee green behavior refers to actions undertaken by employees that contribute positively to the environment (Ahmed et al., 2020) These actions encompass various practices aimed at promoting environmental sustainability within the workplace, such as recycling, resource conservation, active participation in environmental initiatives, and advocating for the adoption of more sustainable policies (Su & Swanson, 2019) Katz et al (2022) indicated that Employee Green Behavior (EGB) is the scalable actions and behaviors in which employees engage that relate to and contribute to or reduce environmental sustainability

2 Corporate social responsibility

The term "Corporate social responsibility" (CSR) denotes the efforts undertaken by a company to enhance environmental or societal conditions (Su & Swanson, 2019) It represents an organization's consistent commitment to maintaining ethical business practices and formulating strategies that benefit society (Ahmed et al., 2020) According to Ahmed et al (2020), the attitudes and behaviors of employees can be influenced by their workplace environment Consequently, well-recognized CSR initiatives are likely to impact employees' environmentally friendly behavior positively (Su & Swanson, 2019) Additionally, He et al (2020) assert that CSR does not operate in isolation; rather, its effects on employees' green behavior and performance are shaped by factors such as Green Human Resource Management (GHRM) and responsible leadership Research conducted in the hotel industry, employing the social information processing theory to explore the connection between Corporate Social Responsibility (CSR) and employees' environmentally friendly actions, indicates that workplace green behavior may be influenced by the social context within which employees function (Al Suwaidi et al., 2021) Conversely, a study involving hotel employees in Pakistan found no significant impact of CSR on

Employee Green Behavior (EGB) (Ahmed et al., 2020) Despite numerous studies establishing the relationship between CSR and EGB (Sabokro et al., 2021), there remains a theoretical gap, particularly in contexts such as Hanoi Therefore, the following hypothesis is proposed:

Hypothesis 1: CSR directly impacts Employee’s green behavior

No Study Objective of the study Hypothesis Sample size

1

Understanding the link

between CSR and

Employee green

behavior

This research delves into the impact of CSR on employee green behavior, considering the pathways of employee well-being and personal environmental norms

Moreover, it explores how the hotel's environmental strategy influences these dynamics as a moderator

CSR positively influences employee green behavior

988 hotels’ employees

2

The effect of green

human resources

management on

corporate social

responsibility, green

psychological climate

and employees’ green

behavior

This study seeks to explore how GHRM impacts employees' environmentally friendly behaviors, with a focus on the intermediary effects of corporate social responsibility and the green psychological climate

Corporate social responsibility positively and significantly affects industrial EGB

384 human resource managers and employees

3 Green human resource management

Green HRM is defined as the integration of Corporate Environmental Management into HRM (Sabokro et al., 2021) Zhang et al (2019) suggested that Green HRM includes green job analysis and design, green recruitment and selection, green training and development, green performance management, green compensation management, green health and safety, labor relations, and employee engagement Green HRM has a positive influence on employees' green behavior (Aboramadan, 2020) Green HRM can transmit values, beliefs, and competencies in employees, enhancing their commitment and motivation, leading to higher green performance and innovation (Zhang et al., 2021) When a task is controlled or

associated with green rewards, green motivation becomes stronger to perform green behaviors (Zhang et al., 2021) During the recruitment process, organizations emphasize the concept of green environmental protection to employees and establish a green image of environmental protection (Zhang et al., 2021) Employees not only receive green information from the organization but are also supplemented with environmental knowledge, becoming more aware of the importance of the green environment for individuals and organizations (Zhang et al., 2021)

Companies that have strong green policies in place generally benefit from increased sales and branding recognition as well as desirable employee outcomes (Dumont et al., 2012) Because employees are the ones who directly implement the green policies of the business, organizations need to promote and change employee behavior so that it is consistent with the green goals of the business

Accordingly, we propose that Green HRM has a positive impact on employee green behavior in the workplace

Hypothesis 2: Green HRM positive impact on Employee’s green behavior

No Study Objective of the study Hypothesis Sample size

1

How Green Human

Resource Management

Can Promote Green

Employee Behavior in

China: A Technology

Acceptance Model

Perspective

This study discusses the path

of Green HRM's influence on employees' green behavior in the workplace in a positive way from organizations in the People's Republic of China

Reward positively affects in-role green workplace behavior

145

2

Effects of Green HRM

Practices on Employee

Workplace Green

Behavior: The Role of

Psychological Green

Climate and Employee

Green Values

Green HRM directly and indirectly influences employees' green behavior through the mediating role of corporate social responsibility and green psychological climate in Iranian industries

Individual green values and organizational green values interactively influence employee workplace green behavior

388

4 Green leadership and management

Overall, "green leadership" describes a leadership approach that prioritizes environmental sustainability, accountability, and stewardship(Mansoor et al., 2021) Leaders who exemplify green leadership place a high value on policies and choices that protect the environment, encourage the preservation of natural resources, and back programs that tackle ecological issues and climate change (Mansoor et al., 2021) Green leaders frequently promote actions that lower carbon emissions, use renewable energy sources, adopt eco-friendly technologies, encourage recycling and trash reduction, and back laws that safeguard ecosystems and biodiversity (Mansoor et al., 2021) The organization's members use green management initiatives as a guide to help them achieve the organization's green objective (Mansoor et al., 2021) It offers guidance, abilities, information, and the resources required to achieve the goal of environmental care (Mansoor et al., 2021) A key element in creating a green environment in businesses is top management commitment (Wang et al., 2018) In a similar vein, discovered that pro-environment policies have a favorable impact on firms' environmental performance (Wang et al., 2018) The effect that green transformational leadership has been demonstrated to have on value congruence emphasizes the importance of this leadership style in promoting green values for staff green behavior (Wang et al., 2018) It has been seen that companies who adopt suitable training programs to support leaders' green transformational leadership style may benefit significantly more than they had predicted (Wang et al., 2018) Transformational leaders motivate staff members to focus on objectives that support the organization's long-term growth (Yang, 2019) As a result, followers may internalize the principles that their leader upholds and apply them to their own self-concept We have good reason to believe that a transformative leader who possesses green values will impact the green actions of those under him or her (Yang, 2019) When a leader adopts pro-environmental decisions and behaviors in organizations, they set an example for their subordinates (Yang, 2019) For instance, they may inspire their team members to overcome challenges by focusing more on aspects that are good for the workplace, considering the organization's long-term growth, and coming up with creative solutions to environmental issues (Islametal et al., 2021) By building trusting relationships with subordinates and sharing his or her own green

ideals, a green transformational leader can raise concerns about environmental issues with subordinates (Islametal et al., 2021)

Accordingly, we propose the following hypothesis:“Green leadership and management” positively impact “employee’s green behavior”

Hypothesis 3: Green leadership and management direct impact employee green behavior

No Study Objective of the study Hypothesis Sample size

1

Stimulation of

Employees’ Green

Creativity through

Green

Transformational

Leadership and

Management

Initiatives

Encouraging Green Creativity in Workers through Green Transformational Leadership and Management Practices

-Green management initiatives positively influence green creativity

- Green management initiatives positively influence green TFL

- Green TFL mediates the relationship between green management initiatives and green creativity

203

2

Value Congruence: A

Study of Green

Transformational

Leadership and

Employee Green

Behavior

Congruence of Values:

An Examination of Green Transformational Leadership and Green Employee Conduct

- Green transformational leadership is positively related to followers’ value congruence

- Value congruence mediates the relationship between green transformational leadership and employee green behavior

-Green identity will moderate the mediating relationship of transformational leadership

on employee green behavior through value congruence

211

5 Green training

According to Pham et al (2020), green training is an organizational and management process that aims to provide employees with knowledge, attitudes, skills, and behaviors related to environmental challenges It will help improve awareness among all employees about how their everyday habits and actions affect the environment, allowing them to better appreciate their responsibility to both the business and their own surroundings (Pinzone et al., 2019)

This study article discusses how green training influences employees' green behavior in firms Green training enables firms to easily monitor operational efficiency, environmental protection attitudes, and voluntary green behavior among staff It will provide employees with enough awareness to engage in green activities without expecting compensation or recognition, but because they genuinely want to help make the environment greener (Pinzone et al., 2019) This will help the firm improve its efficiency and strike a balance between business and environmental protection It not only helps employees adopt a green mentality at work, but it also influences employee behavior outside of work when they use more environmentally friendly products (Usman et al., 2022)

As a result, the following hypothesis is proposed:

Hypothesis 4: "Green training" has a positive impact on "employees' green behavior"

No Study Objective of the study Hypothesis Sample size

1

Toward a more

sustainable

environment:

Understanding why

and when green

training promotes

employees’ eco‐

friendly behaviors

outside of work

The paper enhances understanding of the critical but often underestimated impact of green training in shaping employees' ecologically responsible habits outside of the office

Green training leads to eco-friendly habits such

as reusing objects and materials, reducing resource use, and using eco-friendly products

467

2

Effects of ‘green’

training on

pro-environmental

behaviors and job

satisfaction: Evidence

The research article contributes to the rapidly developing literature on green training in two ways:

positively and negatively

"Green Training" has a positive impact on employees in businesses focusing on OCBE (Organizational

260

healthcare sector towards the

Environment) and co-workers focusing on OCBE

6 Green washing

Corporate greenwashing is the unethical practice of an organization with selfish tendencies that intentionally hides the fact that the company is polluting the environment so that they can build a good environmental image (Miao et al., 2023) In fact, there is a lot of evidence that greenwashing behaviors have caused a hidden crisis

of values and that inconsistencies with the environmental goals that employees often pursue have caused a decline in employee recognition (Miao et al., 2023) Perceived person-organization values so that perceived person-organization fit, which is a result

of the individual's internalization of the organization's values, can further influence job intention work, and future job performance (Tahir et al., 2020)

To better understand how greenwashing has had negative consequences for companies, scholars have also shown that a corporate ethical climate can influence employees' perceptions of individual-organizational values (Tahir et al., 2020) According to Li et al (2022), greenwashing results in emotional tiredness for employees When it comes to cognitive effects, greenwashing causes employees to negatively perceive the green psychological climate (Li et al., 2022) Greenwashing has the potential to negatively impact employees' trust in company management, cause intention to leave, and increase environmental concerns workplace (Li et al., 2022) Regarding behavioral outcomes, greenwashing has also been linked to increased staff attrition, decreased employee voluntary social responsibility, and decreased green behavior (Li et al., 2022)

In short, according to the hypothesis, greenwashing behavior is not only irresponsible for "Employee green behavior" but also damages employees' trust in the organization

Hypothesis 5: Greenwashing negatively affects employees’ perceived person– organization values fit

No Study Objective of the study Hypothesis Sample size

1

How and when does

perceived

greenwashing affect

employees' job

performance?

Evidence from China

According to these studies, organizational skepticism moderates the unfavorable association between work performance and perceptions

of greenwashing

Additionally, through corporate skepticism, employee green ideals reinforce the indirect negative association between perceived greenwashing efforts and job performance

The indirect influence

of perceived greenwashing on task performance is moderated by an employee's green values When an employee has high-level green values, perceived greenwashing has a more negative effect on task performance through organizational cynicism

244

2

The Effect of

Corporate

Greenwashing on

Employees’

Environmental

Performance: Person–

Organization Values

Fit Perspective

Based on the person-organization fit theory, we create a model of greenwashing in the context

of employees' environmental performance in this study

Greenwashing negatively affects employees’ perceived person–organization values fit

269

The proposed hypotheses are depicted in the following figure