Purpose: Accessing different sources of finance becomes difficult when companies fail to take action towards environmental protection. Motivated by the theoretical propositions of stakeholder theory, this research investigates the impact of green innovation (GI) and corporate environmental performance (CEP) on financing constraints (FC) in the context of the most polluting industries of an emerging economy. Methodology: The sample is based on 33 companies from the cement, chemical and fertilizer sectors of Pakistan for the period of 2017 to 2020. For data analysis, random effects and VCE Robust regressions models have been employed to explore the link between GI, CEP and FC using two proxies; that are KaplanZingale Index and Size-Age Index. Findings: The findings confirm a significantly inverse relationship of GI and CEP with FC, contending that an increase in GI and CEP leads to a decrease in FC when KZ Index is used. Overall, companies that work on their environmental orientation through green innovation and better environmental performance face a significant reduction in financing constraints. Novelty: This research extends the literature by comprehensively exploring the impact of GI and CEP on FC using two proxies, KZ index and SA Index, in the context of Pakistans three highly polluting industries.
oleh: Muhammad Shoaib Hassan
| Format: | Article |
|---|---|
| Diterbitkan: | Institute of Business Administration 2023-12-01 |
Deskripsi
Employee motivation in banking has become one of the most considerable issues as every firm wants to make optimistic usage of their available human resources motivating them to achieve boosted performance. The study aimed to investigate the employee motivation dynamics in Pakistan conventional banking sector for employee performance circulating an adopted questionnaire online, considering 180 respondents as the sample size using a convenience probability sampling technique with a valid response rate of 78.89analysis using Smart PLS3 revealed a positive impact of employee motivation = 0.359, training = 0.0.354 and intrinsic rewards = 0.050 on the performance of bank employees. Furthermore, the significant effect of employee training as a mediator P=0.032, while the insignificant impact of intrinsic rewards moderation P=0.744 has been found. The study outcomes validate employee training and intrinsic rewards as the most influential factors of employee performance, followed by motivation. The study is equally valuable for all stakeholders concerned with the conventional banking sector, including employees, employers, bank officials and especially for potential researchers by offering significant directions to further research on the concerned topic of interest.