Browsing by Author "Yusliza, Mohd Yusoff"

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Accentuating the Interconnection Between Green Intellectual Capital, Green Human Resource Management and Sustainability
(Daffodil International University, 2022-07-02) Yong, Jing Yi; Yusliza, Mohd Yusoff; Ramayah, T.; Farooq, Khalid; Tanveer, Muhammad Imran
Purpose The study aims to investigate the relationships between green intellectual capital, green human resource management (HRM), and sustainability. Design/methodology/approach The research is based on information gathered from 112 large Malaysian manufacturing companies. Findings The study findings revealed that green human capital and green relational capital positively influence green HRM. In addition, green HRM positively related to social, environmental and economic performance. Besides, green HRM positively mediates the relationships between green human capital and economic, social and environmental performance. Finally, green relational capital improves sustainability (economic, environmental, and social performance) mediated by green HRM. Originality/value The current study contributes to the literature by examining green IC (green human capital, green structural capital, and green relational capital) as an independent variable and green HRM as a mediating variable for sustainability (economic, environmental, and social performance). The findings and recommended for the managers of large manufacturing firms and practitioners to invest in green IC to achieve sustainability through green HRM.
Accentuating the Interconnection Between Green Intellectual Capital, Green Human Resource Management and Sustainability
(Emerald Publishing Limited, 2023-11-22) Yong, Jing Yi; Yusliza, Mohd Yusoff; Ramayah, T.; Farooq, Khalid; Tanveer, Muhammad Imran
Purpose The study aims to investigate the relationships between green intellectual capital, green human resource management (HRM), and sustainability. Design/methodology/approach The research is based on information gathered from 112 large Malaysian manufacturing companies. Findings The study findings revealed that green human capital and green relational capital positively influence green HRM. In addition, green HRM positively related to social, environmental and economic performance. Besides, green HRM positively mediates the relationships between green human capital and economic, social and environmental performance. Finally, green relational capital improves sustainability (economic, environmental, and social performance) mediated by green HRM. Originality/value The current study contributes to the literature by examining green IC (green human capital, green structural capital, and green relational capital) as an independent variable and green HRM as a mediating variable for sustainability (economic, environmental, and social performance). The findings and recommended for the managers of large manufacturing firms and practitioners to invest in green IC to achieve sustainability through green HRM.
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.