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- The impact of green HRM on employees’ eco-friendly behavior: the mediator role of organizational identificationPublication . Ribeiro, Neuza; Gomes, Daniel Roque; Ortega, Eduardo; Gomes, Gabriela Pedro; Semedo, Ana SuzeteThis study sought to explore the impact of green human resource management on organizational identification and employees’ eco-friendly behavior, as well as the mediating role of organizational identification in the relationship between green human resource management and employees’ eco-friendly behavior. To achieve the study objectives, a cross-sectional quantitative study was developed, for which the data were obtained through a structured questionnaire containing the measures of the study variables. Data were collected from 235 employees from several Portuguese tourism organizations participating in the study. The Harman test and bootstrapping were applied previously to the assessment of the results. The mediation study’s hypothesis was evaluated using Baron and Kenny’s linear regression method, and subsequently complemented using the Sobel test. The findings showed that the implementation of green HRM practices in tourism organizations has a positive impact on employees’ eco-friendly behavior and on organizational identification, with the latter mediating the relationship between green human resource management and employees’ eco-friendly behavior. The study is breaking new ground because it incorporates the impact of green human resource management on organizational identification and employees’ eco-friendly behavior in a single research model, thus expanding knowledge on the subject, namely in the tourism sector in Portugal.
- Workplace bullying, burnout and turnover intentions among Portuguese employeesPublication . Ribeiro, Neuza; Gomes, Daniel; Gomes, Gabriela Pedro; Ullah, Atiat; Semedo, Ana Suzete; Singh, ShardaPurposeThis study aims to broaden the understanding of the mechanisms through which workplace bullying might affect employees' intention to leave the organisation, as well as the mediating role of burnout in the relationship between workplace bullying and turnover intention.Design/methodology/approachThe sample included 884 employees from different Portuguese organisations operating in the tertiary sector and industry. This study uses structural equation modelling to evaluate the hypothesised model.FindingsThe results suggest that workplace bullying causes high levels of burnout in victims and increases their turnover intentions. The results further suggest that burnout fully mediates the effect of workplace bullying on turnover intentions.Practical implicationsOrganisations should work to reduce these problems in workplace environments, focusing on HRM models that prevent the precursors of workplace bullying, particularly those associated with low determination of HR practices and the emphasis on employee participation. Implementing workplace ethical guidelines as part of an annual action plan can contribute to cultivating organisational cultures that reject any form of devaluation of human worth within the organisation.Originality/valueThere is little knowledge on the mediating role of burnout in the relationship between workplace bullying and turnover intention. This study answers the call for further empirical research from those who have argued that more information is needed and contributes to the growing debate on this topic and its effects on Portuguese employees. This study seeks to fill these gaps by developing a model of workplace bullying and its consequences and exploring burnout's potential mediating role.