000			04108nam a22002897a 4500
003			KOHA
005			20230417085914.0
008			230320d2022 cy ||||| m||| 00| 0 eng d
040			_aCY-NiCIU _beng _cCY-NiCIU _erda
041			_aeng
090			_aYL 2820 _bE44 2022
100	1		_aEjembi, Mary Omada
245	1	4	_aTHE INFLUENCE OF GHR MANAGEMENT PRACTICES ON CONSUMER BEHAVIOR (CB) IN THE NIGERIAN HOTEL INDUSTRY / _cMARY OMADA EJEMBI; SUPERVISOR: ASSOC. PROF. DR. SHIVA ILKHANIZADEH
264			_c2022
300			_aIX, 58 sheets; _c31 cm. _eIncludes CD
336			_2rdacontent _atext _btxt
337			_2rdamedia _aunmediated _bn
338			_2rdacarrier _avolume _bnc
502			_aThesis (MSc) - Cyprus International University. Institute of Graduate Studies and Research Tourism and Hotel Management Department
504			_aIncludes bibliography (sheets 45-51)
520			_aABSTRACT The essence of the study is to examine the influence of GHR management practices on consumer behavior (CB) in the Nigerian Hotel Industry. The term green human resource management practices (GHRMP) were brought to light quite a while back (Renwick, Redman & Maguire, 2008) and is defined as a mix of ecological administration program in the human resource management framework of an organization. It is the method involved in adjusting HRM approaches and practices decisively towards environmentally friendly approaches and practices. Meanwhile, consumer behavior is described as the investigation of the interaction included when people or an individual select, buy, use, or discard items, services, thoughts, or encounters to fulfill needs and wants (Solomon, 2013). And the hotel industry, is one of the biggest industries on the planet that consumes a broad measure of natural resources, and produces a vast measure of waste and contamination (Bohdanowicz, 2006). Also, to measure green human resource management practice six different factors were put into consideration namely; green training and development (GTD), green performance appraisal (GPA), green recruitment and selection (GRS), green employee empowerment and participation (GEEP), green reward and compensation (GRC), and green management of organizational culture (GMOC) which give rise to 27 items of measurement adopted from Masri (2016) and to measure consumer behaviour 14 items of construct were used which was taken according to Millar and Baloglu (2008). However, six hypotheses were developed using each of the six factors of green human resource management practices on the consumer behaviour. The main purpose of this study is to reveal the essence of a new body of knowledge that has not been extensively carried out before in Nigeria. The study was aimed at examining the influence of GHR (Green Human Resource) management practices on consumer behavior (CB) in the Nigerian hotel industry. And the research was conducted using hotel industries in Ogun state, Nigeria. The study revealed that only one of the hypotheses which is hypothesis five (H5): “Green reward and compensation has a positive impact on consumer behavior” was supported while the remaining five were rejected such as H1: “There is a positive impact of green training and development on consumer behavior”, H2: There is a positive impact of green performance appraisal on consumer behavior in Nigerian hotel industries, H3: “There is a positive impact of green recruitment and selection on consumer behavior”, “H4: “Green employee empowerment and participation has a positive impact on consumer behavior”, and H6: “Green management of organizational culture has a positive impact on consumer behavior” Keywords: Consumer Behavior; Green Human Resource Management Practice; Green Reward and Compensation; Ogun State
650		0	_aConsumer behavior _vDissertations, Academic
650		0	_aPersonnel management _vDissertations, Academic
700	1		_aIlkhanizadeh, Shiva _esupervisor
942			_2ddc _cTS
999			_c290004 _d290004