The influence of human resource management practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship

• Main Author: Tay, Lee Chin
• Format: Thesis
• Language: English; English
• Published: 2017
• Subjects: HF5549-5549.5 Personnel Management. Employment
• Online Access: https://etd.uum.edu.my/7263/1/s900114_01.pdf; https://etd.uum.edu.my/7263/2/s900114_02.pdf; https://etd.uum.edu.my/7263/

The purpose of this study was to examine the influence of ability, motivation and opportunity (AMO)-enhancing human resource management (HRM) practices, organisational ethical climate and organisational learning capability on corporate environmental citizenship by drawing upon the AMO and Resource Based View (RBV) theory. A quantitative approach was employed to test the relationships. Questionnaires were used to gather data from Grade 7 construction companies in Kuala Lumpur and Selangor. Of 676 Grade 7 construction companies targeted based on the systematic sampling technique, only 271 returned the questionnaires. The data were then analysed by using PLS algorithm and the bootstrapping procedure. Ability- and opportunity-enhancing HRM practices were found to influence corporate environmental citizenship and organisational ethical climate. However, motivation-enhancing HRM practices did not show any significant influence on corporate environmental citizenship and organisational ethical climate. Meanwhile, organisational ethical climate was also found not mediating AMO-enhancing HRM practices and corporate environmental citizenship. Besides that, organisational learning capability did not moderate the relationship between organisational ethical climate and corporate environmental citizenship. Based on the findings, recommendations are made to the Grade 7 construction companies. Human resource managers could organise environmental training sessions annually to help employees identify environmental problems and take appropriate actions to solve them. Additionally, limitations and suggestions for future researches are discussed. This study relied on the perceptions of the representatives of the participating construction companies and generated cognitive bias problems. Future studies may incorporate the qualitative research method to enhance the precision of the findings.