Analysing green human resource management indicators of automotive service sector

Abstract

PurposeThe objective of this article is to carry out the driving power and dependency analysis of green human resource management (GHRM) indicators of the automotive service sector to identify the most significant ones.Design/methodology/approachThe GHRM indicators were identified through exhaustive literature search and validated through the semi-structured interview with 15 domain experts. The ‘Total Interpretive Structural Modelling (TISM)’ approach was applied for exploring the contextual relationship between the indicators and simultaneously developing their structural hierarchy. The MICMAC analysis was used for categorising the indicators based on their ability to influence the other ones.FindingsIn the present study, indicators namely ‘Green organisational culture and adoption of green strategy (C5)’ and ‘Green training and development (C1)’ were found to be the significant ones, whereas ‘Green employee relations and union-management (C10)’ was found to be highly dependent on the rest of the indicators.Research limitations/implicationsThe proposed model has been developed in the Indian context and is limited to the automotive sector. However, the same model may apply to other domains of different economies by carrying out slight modifications to the same. Also, the inputs taken from the experts of the case sector could be biased. For the HR professionals, the present study helps to identify the key indicators which need to be considered for enlightening the environmental performance of the service organisation.Originality/valueThis research adds a significant assessment to the current knowledge base by assessing the contextual relationship between the indicators of GHRM as none of the past studies focused on the same by using the TISM method in the Indian service sectors context.