Hina Zafar
Biographic Data
| ID | 1212412 |
|---|---|
| NAME | Hina Zafar |
| GIVEN NAMES | Hina |
| FAMILY NAME | Zafar |
| SIGNATURE | ZAFAR H |
| AFFILIATIONS | Universiti Putra Malaysia, Serdang, Malaysia |
| ORCID | 0000-0002-0349-4902 |
| VERIFIED | Yes |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 4 |
| WORKS AS AUTHOR | 5 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2021 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 1 |
Not All Voices Are Green
This study explores the impact of green human resource management (GHRM) practices on three distinct green voice behaviors. Grounded in the person‐organization fit theory, the research examines how GHRM practices influence employees' willingness to express their environmental concerns and ideas while investigating the role of the Big Five personality traits. The data were collected from 287 respondents from the hospitality sector and analyzed usi…
Shades of green and transformational leadership
As the tourism sector faces increasing pressure to reduce its environmental footprint, employees are emerging as vital agents of sustainable transformation. Employing the stimuli-organism-response (SOR) framework and data collected from 324 employees, this study investigates the psychological processes underlying green work engagement. Covariance-based structural equation modeling revealed that both green attitudes and resource commitment are sig…
Does coworker support drive corporate sustainable development in the tourism sector
Examining the Effects of Green Human Resource Management Practices, Green Psychological Climate, and Organizational Pride on Employees’ Voluntary Pro-Environmental Behavior
Drawing on social exchange theory and social identity theory, we examined a sequential mediation process linking green human resource management practices and employees’ voluntary pro-environmental behavior. We also considered the aspects of green psychological climate and organizational pride in the relationship between green human resource management practices and voluntary pro-environmental behavior. Through the analysis of data from 459 emplo…
Fostering Creativity and Work Engagement Through Perceived Organizational Support
The increasing interest of organizations in innovating and surviving during stressful work environments has led scholars to ponder ways to increase employee's creativity. The study aims to empirically examine the relationship between perceived organizational support (POS) and employee creativity through work engagement and the moderating effect of challenge and hindrance stressors. The theoretical lens of social exchange theory was used to explai…
Fostering Creativity and Work Engagement Through Perceived Organizational Support
The increasing interest of organizations in innovating and surviving during stressful work environments has led scholars to ponder ways to increase employee's creativity. The study aims to empirically examine the relationship between perceived organizational support (POS) and employee creativity through work engagement and the moderating effect of challenge and hindrance stressors. The theoretical lens of social exchange theory was used to explai…
Fostering Creativity and Work Engagement Through Perceived Organizational Support
The increasing interest of organizations in innovating and surviving during stressful work environments has led scholars to ponder ways to increase employee's creativity. The study aims to empirically examine the relationship between perceived organizational support (POS) and employee creativity through work engagement and the moderating effect of challenge and hindrance stressors. The theoretical lens of social exchange theory was used to explai…
Examining the Effects of Green Human Resource Management Practices, Green Psychological Climate, and Organizational Pride on Employees’ Voluntary Pro-Environmental Behavior
Drawing on social exchange theory and social identity theory, we examined a sequential mediation process linking green human resource management practices and employees’ voluntary pro-environmental behavior. We also considered the aspects of green psychological climate and organizational pride in the relationship between green human resource management practices and voluntary pro-environmental behavior. Through the analysis of data from 459 emplo…
Shades of green and transformational leadership
As the tourism sector faces increasing pressure to reduce its environmental footprint, employees are emerging as vital agents of sustainable transformation. Employing the stimuli-organism-response (SOR) framework and data collected from 324 employees, this study investigates the psychological processes underlying green work engagement. Covariance-based structural equation modeling revealed that both green attitudes and resource commitment are sig…
Does coworker support drive corporate sustainable development in the tourism sector
Not All Voices Are Green
This study explores the impact of green human resource management (GHRM) practices on three distinct green voice behaviors. Grounded in the person‐organization fit theory, the research examines how GHRM practices influence employees' willingness to express their environmental concerns and ideas while investigating the role of the Big Five personality traits. The data were collected from 287 respondents from the hospitality sector and analyzed usi…
Environmental Education and Sustainability (3 works) · Environmental Sustainability in Business (3 works) · Psychology (3 works) · Social Psychology (3 works) · Creativity (2 works) · Human resource management (2 works) · Political science (2 works) · Sustainability (2 works) · Work engagement (2 works) · Business (1 work)