Q2. What future works have the authors mentioned in the paper "Corporate social responsibility and performance in the hotel industry. the mediating role of green human resource management and environmental outcomes" ?
Nevertheless, their work pioneers the consideration of the hithertoneglected link between CSR and GHRM, thus answering the call to extend CSR research into the HRM domain ( Morgenson et al., 2013 ; Al Kerdawy, 2018 ), since GHRM is a newly-adopted concept which has so far received limited empirical research attention as far as CSR is concerned. Regarding CSR literature, it helps to overcome some of the ambiguity surrounding the relationship between CSR and firm performance, and extends CSR knowledge by providing a framework which makes it easier to explain how CSR might be linked to firm performance with the inclusion of GHRM and environmental outcomes as mediating variables. Finally, their research work also contributes to the current research because it further extends the GHRM literature research stream by seeking empirical evidence for the relationship between GHRM and environmental outcomes in the Spanish hospitality industry. Nonetheless, it can be inferred from the analyses performed not only that GHRM positively and significantly influences environmental outcomes but also that the mediation of these two variables ( GHRM and environmental outcomes ) in the CSR-performance relationship is positive and significant too, as explained above ; hence why the effects of GHRM adoption essentially materialize in environmental outcomes, which in turn lead to an improved performance.
Q3. What is the criterion used in the PLS-PM method?
In addition to assessing convergent validity, the discriminant validity or divergent validity of all latent variables used within the model were tested using the Heterotrait-Monotrait (HTMT) ratio — a new procedure in the Partial Least Squares-Path Modeling (PLS-PM) method to test discriminant validity which outplays Fornell-Larcker’s criterion according to Henseler et al. (2015).
Q4. what is the effect of evaluating employees’ green performance?
evaluating employees’ green performance aligns behaviors, ensures responsibility, and places the emphasis on environmental objectives (Govindarajulu & Daily, 2004), which in turn improves companies’ environmental outcomes (Guerci et al., 2016).
Q5. how does the hotel industry impact its bottom line?
2.2. CSR and green human resource management Employees stand out as the most strategic of stakeholders, and their involvement in CSR initiatives significantly impacts on the organization’s bottom line.
Q6. What is the main idea of this study?
This study starts from the consideration of CSR as an antecedent factor in the implementation of a green human resource management system, assuming that the latter can act as a mediating variable between CSR and performance.
Q7. What is the way to measure the goodness of fit of the model?
As for the goodness of fit indices produced by the model through standardized root mean squared residual (SRMR), the value of 0.082 < 1.0 obtained means that no discrepancy exists between an implied model and the observed correlation.
Q8. how many factors should be considered in order to obtain reliable results?
those influential omitted and ignored variables should be considered and empirically examined in order to obtain reliable results.
Q9. how does the relationship between CSR and performance affect hotel performance?
In turn, according to Singal (2014), the relationship between CSR and performance can be bi-directional, supportingboth the instrumental theory (better CSR leads to better financial performance) and the slack resources theory (better financial performance leads to better CSR).
Q10. what is the purpose of training employees?
Green training provides employees with the related knowledge, attitudes, and skills (Jabbour et al., 2010) which can help them to identify environmental issues and take suitable actions at the workplace for the purpose of improving their green performance (Vidal-Salazar et al., 2012).
Q11. What scales were used for the construct operationalization purposes?
A decision was made to adopt multi-item scales strongly consolidated in the literature for construct operationalization purposes; their item measurements range on a scale from 1 (I strongly disagree) to 7 (I strongly agree).
Q12. What is the effect of socially responsible investments on the company’s performance?
if companies that adopt socially responsible policies turn out to be more profitable, then socially responsible investments will provide an incentive for businesses to increase investments in CSR programs (Pava, 2008; Lin & Sambasivan, 2019).
Q13. What is the main reason why the authors focus on the Spanish hotel industry?
because aspects related to human resources (GHRM) are addressed in conjunction with CSR, the highly labor-intensive hotel industry seems interesting in this regard.
Q14. What is the relationship between CSR and HRM?
Regarding the former, this study not only makes it easier to overcome some of the ambiguity surrounding the relationship between CSR and firm performance but also enlarges CSR knowledge by means of a framework which helps to explain the possible association of CSR with firm performance through the inclusion of GHRM and EOs as mediating variables.
Q15. What is the hypothesis that positively relates to GHRM?
Such findings lead us to ask ourselves whether GHRM acts as a mediating variable in the CSR-performance relationship by putting forward their next hypothesis.