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Green Human Resource Management (GHRM) Practices and Millennial Employees’ Turnover Intentions in Tourism Industry in Malaysia: Moderating Role of Work Environment

Author

Listed:
  • Md Asadul Islam
  • Amer Hamzah Jantan
  • Yusmani Mohd Yusoff
  • Choo Wei Chong
  • Md Shahadat Hossain

Abstract

This study examines the role of green human resource management (GHRM) practices, such as green recruitment and selection, green training, green performance management, green involvement and green rewards, and pays attention on the turnover intention of the millennial employees working in the hotels (3-, 4- and 5-star). Moreover, the study examines the moderating role of work environment on the relationship between those GHRM practices and turnover intention. Researchers collected 162 useful survey questionnaires from 200 distributed questionnaire among the millennial employees, who work in hotels. Analysis of the data through partial least squares structural equation modelling reveals that the green involvement and green pay and reward only impact on reducing turnover intention of millennials while other GHRM practices do not have direct impact on turnover intention of millennials. Interestingly, this study does not find any moderating effect of work environment on the relationship between GHRM practices and turnover intention of millennials working in hotels in Malaysia. This study extends the literature relating to GHRM and work environment and turnover intention of millennials. Furthermore, this is the first empirical research ever done so far relating to GHRM practices and turnover intention of millennials in hotel industry literature. Implications of the findings, as well as research limitations and directions for future scholars, have been discussed.

Suggested Citation

  • Md Asadul Islam & Amer Hamzah Jantan & Yusmani Mohd Yusoff & Choo Wei Chong & Md Shahadat Hossain, 2023. "Green Human Resource Management (GHRM) Practices and Millennial Employees’ Turnover Intentions in Tourism Industry in Malaysia: Moderating Role of Work Environment," Global Business Review, International Management Institute, vol. 24(4), pages 642-662, August.
    • Handle: RePEc:sae:globus:v:24:y:2023:i:4:p:642-662
    DOI: 10.1177/0972150920907000
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    References listed on IDEAS

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    1. Joseph F. Hair & G. Tomas M. Hult & Christian M. Ringle & Marko Sarstedt & Kai Oliver Thiele, 2017. "Mirror, mirror on the wall: a comparative evaluation of composite-based structural equation modeling methods," Journal of the Academy of Marketing Science, Springer, vol. 45(5), pages 616-632, September.
    2. Yujing Zhang & Yilin Luo & Xinjing Zhang & Jing Zhao, 2019. "How Green Human Resource Management Can Promote Green Employee Behavior in China: A Technology Acceptance Model Perspective," Sustainability, MDPI, vol. 11(19), pages 1-19, September.
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    Cited by:

    1. Shahid Hussain & Khalil ur Rehman, 2025. "Green talent management and innovative work practices: the moderating role of artificial intelligence and transactional leadership: A case study in higher education," SN Business & Economics, Springer, vol. 5(11), pages 1-26, November.
    2. Saima Javed & Zhu Yingjun & Nilesh Kumar & Sikraj Meghwar, 2024. "Green human resource management practices and organizational sustainability performance in Pakistan's healthcare sector: a descriptive analysis," International Journal of Research in Business and Social Science (2147-4478), Center for the Strategic Studies in Business and Finance, vol. 13(1), pages 171-183, January.

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