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相关概念视频

Humanistic Psychology01:24

Humanistic Psychology

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Humanistic psychology emerged in the mid-20th century as a response to the deterministic and pessimistic nature of behaviorism and psychoanalysis. While behaviorism focused on observable behaviors influenced by the environment and psychoanalysis delved into unconscious motivations, both theories suggested that human actions lacked free will. In contrast, humanistic psychology offers a perspective that emphasizes the innate potential for goodness and growth within every individual.
This approach...
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The Scientific Method02:40

The Scientific Method

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Research is what makes the difference between facts and opinions. Facts are observable realities, and opinions are personal judgments, conclusions, or attitudes that may or may not be accurate. In the scientific community, facts can be established only using evidence collected through empirical research.
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Stereotype Content Model

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The Stereotype Content Model (SCM) was first proposed by Susan Fiske and her colleagues (Fiske, Cuddy, Glick & Xu, 2002; see also Fiske, 2012 and Fiske, 2017). The SCM specifies that when someone encounters a new group, they will stereotype them based on two metrics: warmth—or that group’s perceived intent, and how likely they are to provide help or inflict harm—and competence—or their ability to carry out that objective. Depending on the warmth-competence...
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Dimensions of Health and Illness01:21

Dimensions of Health and Illness

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The factors influencing the health-illness continuum can be internal or external and may or may not be under conscious control. They are related to the following eight human dimensions, and each dimension is interrelated to one other.
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Stress Prevention and Stress Management Techniques VI01:30

Stress Prevention and Stress Management Techniques VI

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Adopting a healthier lifestyle often requires overcoming significant challenges, but leveraging psychological, social, and cultural resources can facilitate meaningful change. Effective self-change hinges on understanding and applying key tools such as motivation and goal setting, which help sustain efforts toward long-term health benefits.
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Motivation, the driving force behind behavior, plays a pivotal role at every stage of the change process. The research...
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Stereotypes, Prejudice, and Discrimination02:55

Stereotypes, Prejudice, and Discrimination

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Humans are very diverse and although we share many similarities, we also have many differences. The social groups we belong to help form our identities (Tajfel, 1974). These differences may be difficult for some people to reconcile, which may lead to prejudice toward people who are different. Prejudice is a negative attitude and feeling toward an individual based solely on one’s membership in a particular social group (Allport, 1954; Brown, 2010). Prejudice is common against people who...
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绿色人力资源管理如何促进员工的环保承诺:一个连续的调解分析.

Saeed Turki Alshahrani1, Kamran Iqbal2

  • 1Imam Mohammad Ibn Saud Islamic University (IMSIU), Saudi Arabia.

Heliyon
|July 18, 2024
PubMed
概括

绿色人力资源管理 (HRM) 通过组织自豪感和认同,提高员工的环境承诺. 这项研究强调了环保的人力资源实践如何促进可持续的工作场所文化.

科学领域:

  • 组织行为 组织行为
  • 环境管理环境管理
  • 人力资源管理 人力资源管理

背景情况:

  • 组织越来越多地采用可持续的实践.
  • 员工的承诺对于环境倡议至关重要.
  • 绿色人力资源管理在培养员工环保承诺中的作用需要进一步研究.

研究的目的:

  • 调查组织自豪感和组织认同的顺序调解.
  • 检查绿色人力资源管理与员工环保承诺之间的关系.
  • 通过整合这些顺序调解器来扩展先前的研究.

主要方法:

  • 这些数据是从巴基斯坦电信部门的267名员工收集的.
  • 用于分析的部分最小平方结构方程建模 (PLS-SEM).
  • 智能PLS软件版本3.0用于假设验证.

主要成果:

  • 绿色人力资源管理积极影响组织的自豪感.
  • 组织自豪感顺序调解了与组织认同的关系.
  • 组织识别可以增强员工对环境的承诺.

结论:

关键词:
环境承诺 环境承诺绿色的人力资源管理 (HRM)组织识别 组织识别组织自豪感是组织的骄傲.

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  • 绿色人力资源管理实践有效地培养了员工对环境的承诺.
  • 人力资源经理可以利用自豪和认同来促进可持续性.
  • 调查结果为开发对环境负责任的人力资源战略提供了实际见解.