The influence of human resource management practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship

The influence of human resource management practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship

The purpose of this study was to examine the influence of ability, motivation and opportunity (AMO)-enhancing human resource management (HRM) practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship by drawing upon the AMO and Resource B...

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Main Author: Tay, Lee Chin
Format: Thesis
Language:eng
eng
Published: 2017
Subjects:
HF5549-5549.5 Personnel Management
Employment
Online Access:https://etd.uum.edu.my/7263/1/s900114_01.pdf
https://etd.uum.edu.my/7263/2/s900114_02.pdf
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sgia 1
id my-uum-etd.7263
record_format uketd_dc
institution Universiti Utara Malaysia
collection UUM ETD
language eng
eng
advisor Tan, Fee Yean
Yahya, Khulida Kirana
topic HF5549-5549.5 Personnel Management
Employment
spellingShingle HF5549-5549.5 Personnel Management
Employment
Tay, Lee Chin
The influence of human resource management practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship
description The purpose of this study was to examine the influence of ability, motivation and opportunity (AMO)-enhancing human resource management (HRM) practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship by drawing upon the AMO and Resource Based View (RBV) theory. A quantitative approach was employed to test the relationships. Questionnaires were used to gather data from Grade 7 construction companies in Kuala Lumpur and Selangor. Of 676 Grade 7 construction companies targeted based on the systematic sampling technique, only 271 returned the questionnaires. The data were then analysed by using PLS algorithm and the bootstrapping procedure. Ability- and opportunity-enhancing HRM practices were found to influence corporate environmental citizenship and organisational ethical climate. However, motivation-enhancing HRM practices did not show any significant influence on corporate environmental citizenship and organisational ethical climate. Meanwhile, organisational ethical climate was also found not mediating AMO-enhancing HRM practices and corporate environmental citizenship. Besides that, organisational learning capability did not moderate the relationship between organisational ethical climate and corporate environmental citizenship. Based on the findings, recommendations are made to the Grade 7 construction companies. Human resource managers could organise environmental training sessions annually to help employees identify environmental problems and take appropriate actions to solve them. Additionally, limitations and suggestions for future researches are discussed. This study relied on the perceptions of the representatives of the participating construction companies and generated cognitive bias problems. Future studies may incorporate the qualitative research method to enhance the precision of the findings.
format Thesis
qualification_name Ph.D.
qualification_level Doctorate
author Tay, Lee Chin
author_facet Tay, Lee Chin
author_sort Tay, Lee Chin
title The influence of human resource management practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship
title_short The influence of human resource management practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship
title_full The influence of human resource management practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship
title_fullStr The influence of human resource management practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship
title_full_unstemmed The influence of human resource management practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship
title_sort influence of human resource management practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship
granting_institution Universiti Utara Malaysia
granting_department Othman Yeop Abdullah Graduate School of Business
publishDate 2017
url https://etd.uum.edu.my/7263/1/s900114_01.pdf
https://etd.uum.edu.my/7263/2/s900114_02.pdf
_version_ 1747828184182685696
spelling my-uum-etd.72632021-08-18T08:01:54Z The influence of human resource management practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship 2017 Tay, Lee Chin Tan, Fee Yean Yahya, Khulida Kirana Othman Yeop Abdullah Graduate School of Business Othman Yeop Abdullah Graduate School of Business HF5549-5549.5 Personnel Management. Employment The purpose of this study was to examine the influence of ability, motivation and opportunity (AMO)-enhancing human resource management (HRM) practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship by drawing upon the AMO and Resource Based View (RBV) theory. A quantitative approach was employed to test the relationships. Questionnaires were used to gather data from Grade 7 construction companies in Kuala Lumpur and Selangor. Of 676 Grade 7 construction companies targeted based on the systematic sampling technique, only 271 returned the questionnaires. The data were then analysed by using PLS algorithm and the bootstrapping procedure. Ability- and opportunity-enhancing HRM practices were found to influence corporate environmental citizenship and organisational ethical climate. However, motivation-enhancing HRM practices did not show any significant influence on corporate environmental citizenship and organisational ethical climate. Meanwhile, organisational ethical climate was also found not mediating AMO-enhancing HRM practices and corporate environmental citizenship. Besides that, organisational learning capability did not moderate the relationship between organisational ethical climate and corporate environmental citizenship. Based on the findings, recommendations are made to the Grade 7 construction companies. Human resource managers could organise environmental training sessions annually to help employees identify environmental problems and take appropriate actions to solve them. Additionally, limitations and suggestions for future researches are discussed. This study relied on the perceptions of the representatives of the participating construction companies and generated cognitive bias problems. Future studies may incorporate the qualitative research method to enhance the precision of the findings. 2017 Thesis https://etd.uum.edu.my/7263/ https://etd.uum.edu.my/7263/1/s900114_01.pdf text eng public https://etd.uum.edu.my/7263/2/s900114_02.pdf text eng public Ph.D. doctoral Universiti Utara Malaysia Aaker, D. A., & Day, G. S. (1990). Marketing research. New York: John Wiley & Sons. Abdul Razak, I., Roy, M. H., Zafar, U. A., & Ghaffar, I. (2010). Analysing the dynamics of the global construction industry: past, present and future. International Journal, 17(2), 232–252. 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