Browsing by Author "Faezah, Juhari Noor"

Now showing 1 - 4 of 4

Determinants of Pro-Environmental Behaviour in the Workplace
(Daffodil International University, 2022-04-08) Bob Foster; Muhammad, Zikri; Yusliza, Mohd Yusoff; Faezah, Juhari Noor; Johansyah, Muhamad Deni; Yong, Jing Yi; Ul-Haque, Adnan; Saputra, Jumadil; Ramayah, Thurasamy; Fawehinmi, Olawole
The primary notion of sustainable development is to maintain a promising future for the planet and the next generation by raising the awareness of sustainable development of people around the world. This study seeks to foster and enhance more sustainable behaviour in households, workplaces, schools, and higher educational institutions; previous research has placed increasing attention on the identification of factors of pro-environmental behaviour. Accordingly, this study aims to examine the elements influencing the pro-environmental behaviour of employees in the workplace. A survey was performed from January to February 2020 on 150 public employees of an organisation in Terengganu. Out of 150 employees, only 84 participated and had their responses collected by using convenience sampling. Smart PLS-SEM was used in analysing the relationships between the variables. The result of this study found that green lifestyles have a significant positive effect on pro-environmental behaviour. However, the impacts of environmental commitment, environmental consciousness, green self-efficacy, and green human resource management were insignificant. This study provides data that were developed using a cross-sectional design; the assessment of causality among the constructs was a risky process. Furthermore, the study collected data from a single source, namely the employees, which would enhance the relationships through common method bias. The findings of this study also offered several managerial implications for green organisations.
Examine the Role of Organization Justice in Predicting Turnover Intention Among Employees
(2024-12-24) Yusoff, Noor Azlina; Thurasamy, Ramayah; Yusliza, Mohd Yusoff; Faezah, Juhari Noor
This study investigates the impact between two important variables in the workplace - organizational justice and turnover intentions in the higher education sector. The study focuses on the higher education sector, where employee retention is critical. Data from academic staff employed in higher education institutions were acquired from a convenience sample through a self-reported online questionnaire from November 2021 until January 2022. The sampling technique involved reaching out to academic staff through research universities. In order to obtain data quantitative, questionnaires included multiple items replicated from earlier studies. Out of the 500 academic staff members who were sampled, 304 responded, resulting in a response rate of 61.00%. These 304 responses were included for analysis. To evaluate the proposed hypothesis, we conducted a statistical analysis using the partial least squares (PLS) structural equation modeling (SEM) technique in Smart PLS 4.0 software. The relationship between distributive justice and interactional justice was found negatively related to turnover intention among academic staff in research universities while procedural justice was not related to turnover intention. These findings also provide valuable insights into the impact of organizational justice on employee retention in the higher education sector. The findings could have implications for employers, human resource practitioners, and policymakers looking to understand the factors influencing employee turnover in this sector. In conclusion, the study highlights the significance of the study and its potential to contribute to the existing literature on organizational justice and turnover intentions. The study demonstrates the importance of creating a just workplace culture in higher education and its potential impact on employee retention. Future research limitations and recommendations are also outlined in the report
Green human resource management and employee ecological behaviour: Testing green culture and green satisfaction as parallel mediators in Malaysian higher education
(2024-04-05) Faezah, Juhari Noor; Yusliza, Mohd Yusoff; Ramayah, T.; Sebastian Kot; Jose, Charbel; Jabbour, Chiappetta; Kot, Sebastian
This research examines the influence of green human resource management (green HRM) on employee ecological behaviour (EEB) by drawing on Ability‐Motivation‐Opportunity theory. The mediating roles of green culture and green satisfaction are also investigated. The paper employs a quantitative design using a convenience sampling technique/approach by collecting data using a structured questionnaire from 308 academics working in the Malaysian higher education institutions. Partial least squares‐structural equation modelling is employed to verify the proposed hypotheses. The results demonstrate that green HRM positively impacts green culture and green satisfaction. Furthermore, green satisfaction positively influences EEB, where it fully mediates the association between green HRM and EEB. These results are helpful for HR professionals and senior management in terms of how green HRM may impact employee green outcomes. To date, the literature on green HRM in the higher education context is limited. This study not only enriches the general literature on green HRM but also offers a novel contribution regarding the introduction of green culture and green satisfaction as mediating variables in the association between green HRM and EEB.
Mediating role of green culture and green commitment in implementing employee ecological behaviour
(2024-02-06) Faezah, Juhari Noor; Yusliza, M.Y.; Ramayah, T.; Teixeira, Adriano Alves; Alkaf, Abdur Rachman
The present work investigated the effect of corporate social responsibility and top management support on employee ecological behaviour (EEB) with the mediating role of green culture and green commitment. Social identity theory (SIT) was used to describe the association between green culture, green commitment and EEB. Further, a conceptual model that summarises the interaction between perceived corporate social responsibility, top management support, green commitment, green culture and the adoption of ecological behaviour was developed. The paper opted for a quantitative design using convenience sampling by collecting the data through a structured questionnaire gathered from 308 academics working in five Malaysian higher education institutions. Corporate social responsibility and top management support positively influence green culture and commitment. Moreover, green commitment positively influenced EEB and fully mediated the relationship between corporate social responsibility and EEB and between top management support and EEB. The academic staff of universities was the target population of this research. Nevertheless, universities have a diverse population with complex activities that can affect the implementation of a sustainable workplace within the campus. Future research should also examine non-academic staff, including administrative, technical and operational staff, due to different employees' perceptions. As far as the authors know, this is the first study to assign the mediator role to green culture in a relationship between top management support and EEB amongst academic staff in the Malaysian context. Future research should consider other intervening variables that influence adopting ecological behaviour.