Talent teams, vision, and information communication technology: Enhancing environmental performance in educational organizations

Xuesong Wang; Suraporn Onputtha; Chotima Jotikasthira

doi:10.31893/multiscience.2025515

Keywords:

talent team participation

talent team vision

environmental performance

innovation

information communication technology

Abstract

This study aimed to examine the effects of talent team participation and team vision and expectation on environmental performance of educational organizations in Heilongjiang Province, China, with innovation and information technology capabilities as the mediators. The quantitative research method was used to collect data from 848 university executives and supervisors. Structural equation modeling (SEM) was used to test the causal relationship. The results showed that team participation (direct path value = 0.225, t value = 5.377, p < .001) and team vision and expectation (direct path value = 0.107, t value = 2.860, p = .004) had direct effects on environmental performance. In addition, ICT capabilities acted as a significant mediating variable between team participation and environmental performance (indirect path value = 0.168, t value = 7.464, p < .001) and between team vision and environmental performance (indirect path value = 0.169, t value = 7.496, p < .001). The findings highlight the role of information technology in enhancing sustainable environmental management. The findings can be used as a framework for the development of policies and strategies that promote team participation and the use of innovation to enhance environmental performance in educational organizations. In addition, the results of the study have academic benefits in filling the knowledge gap on the role of innovation and information technology as mediating variables in the positive relationship between visionary teams and environmental performance.
References
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31. Zong, T., Wang, F., Wei, X., & Liu, Y. (2023). Mechanisms influencing learning gains under information security: structural equation modeling with mediating effect. Intelligent Automation and Soft Computing, 36(3), 3447-3468.

This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

How to cite

Wang, X., Onputtha, S., & Jotikasthira, C. (2025). Talent teams, vision, and information communication technology: Enhancing environmental performance in educational organizations. Multidisciplinary Science Journal, 7(10), 2025515. https://doi.org/10.31893/multiscience.2025515

[1] Aboramadan, M. (2022). The effect of green HRM on employee green behaviors in higher education: the mediating mechanism of green work engagement. International Journal of Organizational Analysis, 30(1), 7-23.

[2] Al Aina, R., & Atan, T. (2020). The impact of implementing talent management practices on sustainable organizational performance. Sustainability, 12(20), 8372.

[3] Anwar, N., Mahmood, N. H. N., Yusliza, M. Y., Ramayah, T., Faezah, J. N., & Khalid, W. (2020). Green Human Resource Management for organisational citizenship behaviour towards the environment and environmental performance on a university campus. Journal of Cleaner Production, 256, 120401.

[4] Cavanaugh, K. J., Logan, J. M., Zajac, S. A., & Holladay, C. L. (2021). Core conditions of team effectiveness: Development of a survey measuring Hackman’s framework. Journal of Interprofessional Care, 35(6), 914-919.

[5] d’Armagnac, S., Al Ariss, A., & N’Cho, J. (2022). Talent management in turbulent times: selection, negotiation, and exploration strategies for talent management in the aeronautics and space industries. The International Journal of Human Resource Management, 33(13), 2767-2799.

[6] Din, A. U., Yang, Y., Yan, R., Wei, A., & Ali, M. (2024). Growing success with sustainability: the influence of green HRM, innovation, and competitive advantage on environmental performance in the manufacturing industry. Heliyon, 10, e30855.

[7] Dong, C., Liu, J., Jiang, J., & Zhang, J. (2020). A multidimensional model of talents training mode in transnational higher education. Transformations in Business and Economics, 19(3), 98-113.

[8] Fornell, C., & Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of Marketing Research, 18(1), 39-50.

[9] Guerra, J. M. M., Danvila-del-Valle, I., & Méndez-Suárez, M. (2023). The impact of digital transformation on talent management. Technological Forecasting and Social Change, 188, 122291.

[10] Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate Data Analysis (7th ed.). Pearson.

[11] Haldar, A., & Sethi, N. (2022). Environmental effects of information and communication technology-exploring the roles of renewable energy, innovation, trade and financial development. Renewable and Sustainable Energy Reviews, 153, 111754.

[12] Hayati, N. (2020). The influence of visionary leadership, talent management, employee engagement, and employee motivation to job satisfaction and its implications for employee performance all divisions of bank bjb head office. International Journal of Scientific and Technology Research, 9(3), 120-135.

[13] Hongal, P., & Kinange, U. (2020). A study on talent management and its impact on organization performance-an empirical review. International Journal of Engineering and Management Research, 10(1), 64-71.

[14] Klaic, A., Burtscher, M. J., & Jonas, K. (2020). Fostering team innovation and learning by means of team‐centric transformational leadership: the role of teamwork quality. Journal of Occupational and Organizational Psychology, 93(4), 942-966.

[15] Kline, R. B. (2015). Principles and Practice of Structural Equation Modeling (4th ed.). The Guilford Press.

[16] Li, X., Yang, P., Gao, Y., & Jing, L. (2024). The influence of the satisfaction of the master’s training environment on the increment of research skill: an empirical study from central China. SAGE Open, 14(2), 21582440241247364.

[17] Marlow, S. L., Lacerenza, C. N., Paoletti, J., Burke, C. S., & Salas, E. (2018). Does team communication represent a one-size-fits-all approach?: A meta-analysis of team communication and performance. Organizational Behavior and Human Decision Processes, 144, 145-170.

[18] Nieves, J., & Quintana, A. (2018). Human resource practices and innovation in the hotel industry: the mediating role of human capital. Tourism and Hospitality Research, 18(1), 72-83.

[19] Ojo, A. O., Tan, C. N. L., & Alias, M. (2022). Linking green HRM practices to environmental performance through pro-environment behaviour in the information technology sector. Social Responsibility Journal, 18(1), 1-18.

[20] Pollanen, R., Abdel-Maksoud, A., Elbanna, S., & Mahama, H. (2017). Relationships between strategic performance measures, strategic decision-making, and organizational performance: empirical evidence from Canadian public organizations. Public Management Review, 19(5), 725-746.

[21] Sahoo, S., Kumar, A., & Upadhyay, A. (2023). How do green knowledge management and green technology innovation impact corporate environmental performance? Understanding the role of green knowledge acquisition. Business Strategy and the Environment, 32(1), 551-569.

[22] Sciarelli, M., Gheith, M. H., & Tani, M. (2020). The relationship between soft and hard quality management practices, innovation and organizational performance in higher education. The TQM Journal, 32(6), 1349-1372.

[23] Son, J., Park, O., Bae, J., & Ok, C. (2020). Double-edged effect of talent management on organizational performance: the moderating role of HRM investments. The International Journal of Human Resource Management, 31(17), 2188-2216.

[24] St J. Burch, G., & Anderson, N. (2004). Measuring person‐team fit: Development and validation of the team selection inventory. Journal of Managerial Psychology, 19(4), 406-426.

[25] Usanova, K., Géraudel, M., d’Armagnac, S., & Telitsyna, A. (2022). Managing talent in mission-driven organizations: a qualitative exploration. The International Journal of Human Resource Management, 33(19), 3879-3912.

[26] Van Zyl, L. E., Van Oort, A., Rispens, S., & Olckers, C. (2021). Work engagement and task performance within a global Dutch ICT-consulting firm: The mediating role of innovative work behaviors. Current Psychology, 40(8), 4012-4023.

[27] Vecchi, A., Della Piana, B., Feola, R., & Crudele, C. (2021). Talent management processes and outcomes in a virtual organization. Business Process Management Journal, 27(7), 1937-1965.

[28] Wen, H., Lee, C. C., & Song, Z. (2021). Digitalization and environment: how does ICT affect enterprise environmental performance?. Environmental Science and Pollution Research, 28(39), 54826-54841.

[29] Xuesong, B. (2022). How green strategic alliances influence sustainability and green organization identity: evidence for Chinese companies (Doctoral dissertation, Universidade de Coimbra).

[30] Zhou, J., Hu, L., Yu, Y., Zhang, J. Z., & Zheng, L. J. (2022). Impacts of IT capability and supply chain collaboration on supply chain resilience: empirical evidence from China in COVID-19 pandemic. Journal of Enterprise Information Management, 37(2), 777-803.

[31] Zong, T., Wang, F., Wei, X., & Liu, Y. (2023). Mechanisms influencing learning gains under information security: structural equation modeling with mediating effect. Intelligent Automation and Soft Computing, 36(3), 3447-3468.

Abstract

References

How to cite