PDF(Pubmed)
Abstract：
UNASSIGNED: The current study anchors on the social identity theory (SIT) and social exchange theory (SET) to investigate the association between green talent management (GTM) and employee retention (ER), mediated by green organizational identity (GOI). Further, the study projects the moderator effect of green shared vision (GSV) in the direct association between GTM and GOI, and the indirect link between GTM and ER through the mediator effect of GOI.
UNASSIGNED: We collected time-lagged (i.e., three-wave) data from 495 frontline managers in the tourism service firms in Pakistan. Data are analyzed using SmartPLS SEM (V 3.3) to evaluate the measurement and structural models.
UNASSIGNED: Our results support all the projected associations and confirm the direct relationships between GTM and ER (β = 0.480, CIs = 0.494, 0.578), GTM and GOI (β = 0.586, CIs = 0.517, 0.670), and GOI and ER (β = 0.492, CIs = 0.425, 0.566). The findings further reveal that GOI significantly mediates the relationship between GTM and ER (β = 0.257, CIs = 0.184, 0.312). In addition, the moderator effect of GSV significantly underpins the direct association between GTM and GOI (β = 0.512, CIs = 0.432, 0.587) and the indirect association between GTM and ER, mediated by GOI (β = 0.526, CIs = 0.441, 0.590).
UNASSIGNED: This is the first study that explores a moderated mediation model to explain when and how tourism service firms can promote ER through inculcating GTM strategies. The findings indicate that service firms in the tourism industry must develop and retain green talent to exploit pro-environmental strategies.
UNASSIGNED: We collected time-lagged (i.e., three-wave) data from 495 frontline managers in the tourism service firms in Pakistan. Data are analyzed using SmartPLS SEM (V 3.3) to evaluate the measurement and structural models.
UNASSIGNED: Our results support all the projected associations and confirm the direct relationships between GTM and ER (β = 0.480, CIs = 0.494, 0.578), GTM and GOI (β = 0.586, CIs = 0.517, 0.670), and GOI and ER (β = 0.492, CIs = 0.425, 0.566). The findings further reveal that GOI significantly mediates the relationship between GTM and ER (β = 0.257, CIs = 0.184, 0.312). In addition, the moderator effect of GSV significantly underpins the direct association between GTM and GOI (β = 0.512, CIs = 0.432, 0.587) and the indirect association between GTM and ER, mediated by GOI (β = 0.526, CIs = 0.441, 0.590).
UNASSIGNED: This is the first study that explores a moderated mediation model to explain when and how tourism service firms can promote ER through inculcating GTM strategies. The findings indicate that service firms in the tourism industry must develop and retain green talent to exploit pro-environmental strategies.
摘要：
■当前的研究以社会认同理论（SIT）和社会交换理论（SET）为基础，研究绿色人才管理（GTM）与员工保留（ER）之间的关系，由绿色组织认同(GOI)介导。Further,该研究预测了绿色共享愿景(GSV)在GTM和GOI之间的直接关联中的调节作用，GTM和ER之间通过GOI的中介作用间接联系。
■我们收集了时滞(即，来自巴基斯坦旅游服务公司495名前线经理的三波)数据。使用SmartPLSSEM(V3.3)分析数据以评估测量和结构模型。
■我们的结果支持所有预测的关联，并确认了GTM和ER之间的直接关系（β=0.480，CIs=0.494，0.578），GTM和GOI（β=0.586，CIs=0.517，0.670），GOI和ER（β=0.492，CIs=0.425，0.566）。研究结果进一步表明，GOI显著介导GTM和ER之间的关系（β=0.257，CIs=0.184，0.312）。此外,GSV的调节作用显着支持了GTM与GOI之间的直接关联（β=0.512，CIs=0.432，0.587）和GTM与ER之间的间接关联，由GOI介导(β=0.526，CIs=0.441，0.590)。
■这是第一项研究，探索了一种适度的调解模型，以解释旅游服务公司何时以及如何通过灌输GTM策略来促进ER。研究结果表明，旅游业的服务公司必须培养和留住绿色人才，以利用有利于环境的战略。
■我们收集了时滞(即，来自巴基斯坦旅游服务公司495名前线经理的三波)数据。使用SmartPLSSEM(V3.3)分析数据以评估测量和结构模型。
■我们的结果支持所有预测的关联，并确认了GTM和ER之间的直接关系（β=0.480，CIs=0.494，0.578），GTM和GOI（β=0.586，CIs=0.517，0.670），GOI和ER（β=0.492，CIs=0.425，0.566）。研究结果进一步表明，GOI显著介导GTM和ER之间的关系（β=0.257，CIs=0.184，0.312）。此外,GSV的调节作用显着支持了GTM与GOI之间的直接关联（β=0.512，CIs=0.432，0.587）和GTM与ER之间的间接关联，由GOI介导(β=0.526，CIs=0.441，0.590)。
■这是第一项研究，探索了一种适度的调解模型，以解释旅游服务公司何时以及如何通过灌输GTM策略来促进ER。研究结果表明，旅游业的服务公司必须培养和留住绿色人才，以利用有利于环境的战略。
