Personal Environmental Values as a Driver of Green Performance: Evidence from Luxury Hotel Employees in Delhi-NCR
DOI:
https://doi.org/10.66635/906v8c51Keywords:
Personal Environmental Values, Green Employee Productivity, Value-Belief-Norm Theory, Green Human Resource Management, Employee Training, Luxury Hotels, Employee MotivationAbstract
Why do some hotel staff members readily participate in sustainability related activities instead of others A survey of 90 employees (housekeeping, food & beverage, and maintenance) of luxury hotels in Delhi-NCR was conducted based on Value-Belief-Norm theory (Stern, 2000) and Schwartz's theory of basic human values (Schwartz, 1992). Results reveal a significant positive correlation between PEV and Employee Productivity on green tasks (r = 0.51, p < .001), with PEV accounting for approximately 26% of the variance in the Employee Productivity on green tasks; however, this was not sufficient as employees also reported significantly positive perceptions of green training (M = 4.24 vs. neutral 3.00, p < .001) and significantly above-neutral motivation toward green objectives (M = 4.44, p < .001), indicating that organisational training serves as an important complement that translates personal environmental convictions into consistent actions in the workplace. The paper suggests that hotels aiming to achieve green performance gains should not only consider PEV as a training result, but also as a recruitment and employee engagement tool: green training to operationalise the values as investments in value alignment, rather than value alignment in investment and training.
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