Impact of Green Training on Ecological Sustainability in the Presence of Employee Resistance as a Moderator: Evidence from Textile Sector of Pakistan
Abstract
This study aims to examine the impact of green training on ecological sustainability through a moderating role of employee resistance. The study was conducted in ISO-14001 certified textile manufacturing organizations of Pakistan which augments the contextual novelty of this research. The data was collected through a non-probability sampling technique by using self-administered questionnaires from 100 managerial level employees. Further, the data was analyzed by employing the linear and multiple regression analysis. The regression equations were developed to understand the relationship between the independent and dependent variables. The findings of the study show that green training positively influences the ecological strategies of a business organization. It further reveals that employee resistance significantly moderates the relationship between green training and ecological sustainability. Hence, there is a dire need to lessen this divergent force of employee resistance if an organization wants to embrace sustainable business practices for long-term sustainable development.
References
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[33]Jabbour, C. J. (2015). Environmental training and environmental management maturity of Brazilian companies with ISO14001. Journal of Cleaner Production, 331 - 338.
[34]Lertdechdecha, B. (2008). Thai Employee Resistance to Organizational Change as Influenced by Leadership Styles, Influence Tactics and Information Adequacy. Bangkok: The Graduate School of Bangkok University.
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[2]Weinstein, M. P., Turner, R. E., & Ibanez, C. (2013). The Global Sustainability Transition: It is more than changing light bulbs. Sustainability: Science. Practice & Policy, 4 - 15.
[3]Rockstrom, J., Stephen, W., Noone, K., Persson, A., Chapin, F. S., Lambin, E. F., . . . Scheffer, M. (2009). A safe operating space for humanity. Nature, 472 - 475.
[4]Peng, Y., & Lin, S. (2008). Local Responsiveness Pressure, Subsidiary Resources, Green Management Adoption, and Subsidiaries‘ Performance: Evidence from Taiwanese Manufacturers. Journal of Business Ethics, 199 - 212.
[5]Loknath, Y., & Azeem, B. A. (2017). Green Management – Concept and Strategies. National Conference on Marketing and Sustainable Development (pp. 688 - 702). AIMS.
[6]Eccles, G. R., Perkins, M. K., & Serafeim, G. (2012). How to Become a Sustainable Company. MIT Sloan Management Review, 43 - 50.
[7]Gull, S. (2015). Dynamic Sportswear Ltd: Compliance or muddling through sustainability? A perspective from the Pakistani textile industry. Building Sustainable Legacies , 229 - 258.
[8]Maimuna, M., & Yazdanifard, R. (2013). The Impact of Employee Training and Development on Employee Productivity. Global journal of Commerce and Management Perspective, 91 - 93.
[9]Frost, S. (2019, February 05). The Importance of Training & Development in the Workplace. Retrieved from Chron: https://smallbusiness.chron.com/importance-training-development-workplace-10321.html
[10]Carucci, R. (2018, October 29). When Companies Should Invest in Training Their Employees — and When They Shouldn’t. Retrieved from Harvard Business Review: https://hbr.org/2018/10/when-companies-should-invest-in-training-their-employees-and-when-they-shouldn’t
[11]Nassazi, A. (2013). Effects of Training on Employee. RefWorks.
[12]Aragão, C. G., & Jabbour, C. J. (2017). Green training for sustainable procurement? Insights from the Brazilian public sector. Industrial and Commercial Training, 48 - 54.
[13]Carter, C., & Dresner, M. (2001). Purchasing's Role in Environmental Management: Cross-Functional Development of Grounded Theory. Journal of Supply Chain Management, 16.
[14]Obaid, T. F., & Alias, R. B. (2015). The Impact of Green Recruitment, Green Training and Green Learning on the Firm Performance: Conceptual Paper. International Journal of Applied Research, 951 - 953.
[15]Uddin, M. M., & Islam, R. (2015). Green HRM: Goal Attainment through Environmental. The Journal of Nepalese Bussiness Studies , 13 - 19.
[16]Zwick, T. (2002). Employee resistance against innovations. International Journal of Manpower, 542 - 552.
[17]Maurer, R. (1996). Transforming resistance. Training & Development, 20+.
[18]Arora, N. K. (2018). Environmental Sustainability—necessary for survival. Environmental Sustainability, 1 - 2.
[19]Goni, F. A., Shukor, S. A., Mukhtar, M., & Sahran, S. (2015). Environmental Sustainability: Research Growth and Trends. Advanced Science Letters, 192 - 195.
[20]Stevens, M. (2017, June 03). What Is Environmental Sustainability and Why Is It Important. Retrieved from Sustainable Friends: http://www.sustainablefriends.com/what-is-environmental-sustainability-why-is-it-important/
[21]Gull, S. (2014). Corporate Sustainability: An Emerging Paradigm to Gain Competitve Advantage. Building Sustainable Legacies, 8 - 34.
[22]Eccles, R. G., Ioannou, I., & Serafeim, G. (2011). The impact of a Corporate Culture of Sustainability on Corporate Behavior and Performance. Massachusetts: Harvard Business School.
[23]Rawashdeh, A. M. (2018). The impact of green human resource management on organizational environmental performance in Jordanian health service organizations. Management Science Letters, 1049 - 1058.
[24]Jehan, Y., Hussain, D., Batool, M., & Imran, M. (2020). Effect of green human resource management practices on environmental sustainability. International Journal of Human Capital in Urban Management, 153 - 164.
[25]Fayyazi, M., Shahbazmoradi, S., Afshar, Z., & Shahbazmoradi, M. R. (2015). Investigating the barriers of the green human resource management implementation in oil industry. Management Science Letters, 101 - 108.
[26]Khidir, T. A., & Zailani, S. (2009). Going Green in Supply Chain Towards Environmental Sustainability. Global Journal of Environmental Research, 246 - 251.
[27]Drechsler, A. (2008). Employee Resistance. Munich: GRIN Verlag.
[28]Dijk, R. v., & Dick, R. v. (2009). Navigating Organizational Change: Change Leaders, Employee Resistance and Work-based Identities. Journal of Change Management, 143 - 163.
[29]Ganta, V. C., & Naidu, G. T. (2020). Resistance to Organizational Change ( A Study with Reference to Public-Sector Enterprise (PSE) Under the Ministry of Steel In Visakhapatnam, Andhra Pradesh, India). Journal of Critical Reviews, 2879 - 2888.
[30]Paycor. (2019, July 17). Overcoming Employee Resistance To Change In The Workplace. Retrieved from Paycor: https://www.paycor.com/resource-center/change-management-in-the-workplace-why-do-employees-resist-it
[31]Kotter, J. P., & Schlesinger, L. A. (1979). Choosing strategies for change. Massachusetts: Harvard Business Review .
[32]Ulus, M., & Hatipoglu, B. (2016). Human Aspect as a Critical Factor for Organization Sustainability in the Tourism Industry. Sustainability, 232.
[33]Jabbour, C. J. (2015). Environmental training and environmental management maturity of Brazilian companies with ISO14001. Journal of Cleaner Production, 331 - 338.
[34]Lertdechdecha, B. (2008). Thai Employee Resistance to Organizational Change as Influenced by Leadership Styles, Influence Tactics and Information Adequacy. Bangkok: The Graduate School of Bangkok University.
[35]Baron, R. M., & Kenny, D. A. (1986). Conceptual, Strategic, and Statistical Considerations. The Moderator-Mediator Variable Distinction in Social Psychological, 10.
[36]Statistics Solution. (2020, July 13). Moderator Variable. Retrieved from Statistics Solution: https://www.statisticssolutions.com/directory-of-statistical-analyses-general-moderator-variable/
[37]Storm, K. (2019). Introduction to construction statistics using Excel. In K. Storm, Industrial Process Plant Construction Estimating and Man-Hour Analysis (pp. 1 - 21). Houston, Texas: Gulf Professional Publishing.
Additional Files
Published
2022-04-26
Issue
Section
Mechanical Engineering, Automotive, Mechatronics, Textile, Industrial and Manufacturing Engineering
