Ahmed Rizwan Raheem, Akbar Waqar, Aijaz Maria, Channar Zahid Ali, Ahmed Faiz, Parmar Vishnu
Faculty of Management Sciences, Indus University, Gulshan-17, Karachi 75300, Pakistan.
Faculty of Management Sciences, Shaheed Zulfikar Ali Bhutto Institute of Science & Technology, Clifton-99, Karachi 75600, Pakistan.
Heliyon. 2023 Jan 4;9(1):e12679. doi: 10.1016/j.heliyon.2022.e12679. eCollection 2023 Jan.
Green innovation is an essential and burning topic for environmental and organizational performance. Therefore, this research aims to examine the effect of green innovation on environmental performance, which leads to organizational performance. Another objective is to measure the impact of two dimensions of green innovation, such as green process & green product measures, on green innovation. The second prime aim of this research is to evaluate the moderation of management commitment & human resource practices in an association between green innovation and organizational & environmental performance. A total of 320 employees provided their perspectives on a self-administrated questionnaire from the textile industry of Pakistan. We have employed SEM-based multivariate modeling to examine the data. This research has measured the reflective indicators measurement model through confirmatory factor analysis, an obvious choice of structural equation modeling to examine observed and unobserved variables and indicators using PLS-SEM (partial least square-structural equation modeling). The research findings reveal a positive & significant effect of product & process innovation on green innovation. Further, green innovation significantly impacts environmental and organizational performance. A two-way interaction (moderation) of human resource practices & green innovation does not have a cogent moderating effect on organizational & environmental performance. However, management commitment has a significant moderation between green innovation & organizational performance. A three-way interaction (moderated moderation) model finds a substantial effect on organizational attainment but an insignificant impact on environmental performance. The research outcomes significantly contribute and suggest that practitioners and policymakers must institutionalize green innovation practices in their organizations to enhance their organizational and environmental performance. HR practitioners play a vibrant role in creating green norms and organizational culture. The study findings also suggest that management commitment to green innovation advocates organization-level transformations toward adopting green practices.
绿色创新是环境与组织绩效领域一个至关重要且亟待解决的话题。因此，本研究旨在考察绿色创新对环境绩效的影响，而环境绩效又会导向组织绩效。另一个目标是衡量绿色创新的两个维度，如绿色流程和绿色产品措施，对绿色创新的影响。本研究的第二个主要目的是评估管理承诺和人力资源实践在绿色创新与组织及环境绩效之间的关联中所起的调节作用。共有320名员工就巴基斯坦纺织行业的一份自填式问卷提供了他们的看法。我们采用基于结构方程模型的多变量建模来分析数据。本研究通过验证性因子分析测量了反映性指标测量模型，这是结构方程建模中一种明显的选择，用于使用偏最小二乘结构方程建模（PLS-SEM）来检验观测和未观测变量及指标。研究结果表明，产品和流程创新对绿色创新有积极且显著的影响。此外，绿色创新对环境和组织绩效有显著影响。人力资源实践与绿色创新的双向交互作用（调节作用）对组织及环境绩效没有有力的调节效果。然而，管理承诺在绿色创新与组织绩效之间有显著的调节作用。一个三向交互作用（调节的调节作用）模型对组织成就有显著影响，但对环境绩效影响不显著。研究结果有显著贡献，并表明从业者和政策制定者必须在其组织中将绿色创新实践制度化，以提高组织和环境绩效。人力资源从业者在创建绿色规范和组织文化方面发挥着重要作用。研究结果还表明，管理层对绿色创新的承诺倡导组织层面朝着采用绿色实践进行变革。
