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Adil Mansoor is working as a lecturer in the Department of Business Administration, Ghazi University, Dera Ghazi Khan, Pakistan. He is currently pursuing his PhD in Management from Putra Business School, Malaysia. His main research interests include Human Resource Management, Leadership, Corporate Environmentalism, Green Creativity, and Innovative Work Behaviors.
Drawing upon the componential theory of creativity and social information processing theory, this research elucidates how and why the synergy of green HR practices and green strategies stimulate green creativity. It also explores the possible mediation effect of green transformational leadership (TFL) on the relationship between organizational interventions and green creativity. Survey questionnaires were used to collect data from managers working in large manufacturing firms. The structural equation modeling technique was applied to test the hypothesized relationships. Findings of research revealed that green management initiatives and green TFL stimulate green creativity. Moreover, the intervening impact of green TFL on the relationship between the aforementioned relationships was also established. Policymakers should devise green strategies and provide support to green HR practices for the stimulation of green creativity, whereas HR managers must ensure the compatibility of HR functions with corresponding organizational green strategies. Employees involved in green creative behaviors should be rewarded and retained. Training must be provided in order to keep employees abreast of the latest practices for environment conservation. Furthermore, managers should exhibit a green TFL style to advance green management initiatives and fuel green creativity among employees. This study highlights the significance of the synergy between green HR practices and the firm’s green strategies to stimulate employees’ green creativity. Furthermore, green management initiatives were also found to be the contextual precursor of green TFL, which enhances our understanding of the green TFL style. Lastly, the mediation effect of green TFL implies that it can serve as a proximal HR outcome to implement the organizational green agenda.
Adil Mansoor; Muhammad Farrukh; Jong-Keon Lee; Sarwat Jahan. Stimulation of Employees’ Green Creativity through Green Transformational Leadership and Management Initiatives. Sustainability 2021, 13, 7844 .
AMA StyleAdil Mansoor, Muhammad Farrukh, Jong-Keon Lee, Sarwat Jahan. Stimulation of Employees’ Green Creativity through Green Transformational Leadership and Management Initiatives. Sustainability. 2021; 13 (14):7844.
Chicago/Turabian StyleAdil Mansoor; Muhammad Farrukh; Jong-Keon Lee; Sarwat Jahan. 2021. "Stimulation of Employees’ Green Creativity through Green Transformational Leadership and Management Initiatives." Sustainability 13, no. 14: 7844.
Adil Mansoor; Muhammad Farrukh; Yihua Wu; Sazali Abdul Wahab. Does inclusive leadership incite innovative work behavior? Human Systems Management 2021, 40, 93 -102.
AMA StyleAdil Mansoor, Muhammad Farrukh, Yihua Wu, Sazali Abdul Wahab. Does inclusive leadership incite innovative work behavior? Human Systems Management. 2021; 40 (1):93-102.
Chicago/Turabian StyleAdil Mansoor; Muhammad Farrukh; Yihua Wu; Sazali Abdul Wahab. 2021. "Does inclusive leadership incite innovative work behavior?" Human Systems Management 40, no. 1: 93-102.
PurposeDrawing upon the intellectual capital-based view theory, this study explored the relationship between green intellectual capital (IC) and environmental performance (EP) with the intervening effect of green human resource management (GHRM).Design/methodology/approachCross-sectional data were collected from 187 human resource directors/managers working in manufacturing firms of Pakistan. A partial least squares approach was applied to test the hypothesized relationships.FindingsThe results showed a mediating effect of GHRM on the relationship between green human capital and the organizational EP. Also two dimensions of green IC (green human capital, green relational capital) were also found positively related to the EP of the firm.Practical implicationsPolicymakers should devote their attention to the preservation and enhancement of their employees' knowledge as green human capital is possessed by the employees. Furthermore, managers must exchange information with key stakeholders to better understand and resolve their environmental concerns. Organizational leaders must also ensure the implementation of GHRM policies that, in turn, improve the EP with the aid of green IC.Originality/valueThe current research contributes to the literature by defining green IC as an antecedent and GHRM as an intervening variable for EP. In addition, this study underlines the significance of GHC as a valuable intangible asset for the achievement of environmental sustainability. It also illustrates the importance of GRC, which creates an exchange partnership with the stakeholders to promote corporate environmentalism.
Adil Mansoor; Sarwat Jahan; Madiha Riaz. Does green intellectual capital spur corporate environmental performance through green workforce? Journal of Intellectual Capital 2021, ahead-of-p, 1 .
AMA StyleAdil Mansoor, Sarwat Jahan, Madiha Riaz. Does green intellectual capital spur corporate environmental performance through green workforce? Journal of Intellectual Capital. 2021; ahead-of-p (ahead-of-p):1.
Chicago/Turabian StyleAdil Mansoor; Sarwat Jahan; Madiha Riaz. 2021. "Does green intellectual capital spur corporate environmental performance through green workforce?" Journal of Intellectual Capital ahead-of-p, no. ahead-of-p: 1.