Abstract
The research uses human resources management ability and practice, opportunity and motivation (AMO) concept and CSR, environmental responsibility and corporate social. How (ER-HRM) environmental responsible human resources management practices affect energy intensive manufacturing. Organizational effectiveness and green technology innovation and firms have several objectives, including competitiveness, long-term survival, and high profit. To test the hypotheses in this research model, a self-completed questionnaire was collected from 220 managers of energy-intensive manufacturing for analysis. The ability ER-HRM practice has the highest influence on green technology innovation and organizational effectiveness. It is worth noting firm effectiveness relationship between ER-HRM practice and green technology innovation. The finding indicates a strong straight positive impact of the motivation, environmental ability, and opportunity ER-HRM practice on green technology innovation and organizational effectiveness. Research also proves that green technology innovation plays a partial mediation link (ER-HRM) with organizational effectiveness. Our research supports the further development of ER-HRM for understanding the drivers of green technology innovation and organizational effectiveness. This research is expected to identify the influence of ER-HRM in energy-intensive manufacturing to achieve innovation and performance through reducing emissions. We recommend to the manager to give due attention.
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