Mediating role of organizational attractiveness on the relationship between green recruitment and job pursuit intention among students of Universiti Teknologi Malaysia

Muhammad Hamza Khan,Syaharizatul Noorizwan Muktar,Len Tiu Wright

doi:10.1080/23311975.2020.1832811

Muhammad Hamza Khan, Syaharizatul Noorizwan Muktar + Show 1 more

Open Access

https://doi.org/10.1080/23311975.2020.1832811

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Abstract

The purpose of this study was to investigate whether green recruitment practice attracts prospective candidates to join environmental responsible firms through organizational attractiveness. A tota...

Highlights

Importance of sustainable development and concern for the environmental issues are among the top priorities of the developed and developing world (Gupta, 2015) and all is due to the heavy industrial growth which depleted the environment (Jabbour & Santos, 2008)
The population considered for this study was a notable research institution, namely universiti teknologi Malaysia located in Johor Bahru State
The respondents were the students of universiti teknologi Malaysia (n = 127)

Summary

Introduction

Importance of sustainable development and concern for the environmental issues are among the top priorities of the developed and developing world (Gupta, 2015) and all is due to the heavy industrial growth which depleted the environment (Jabbour & Santos, 2008). Nowadays most of the organizations have become concerned about green practices and merging “green” in their organizational strategies and helps reducing and eliminating ecological wastage in their organizational activities (Ahmad, 2015; Shrivastava & Berger, 2010). In this regard, acknowledging green human resource management will nourish organization to execute green tasks by flourishing employee behaviours and attitudes (Jackson & Seo, 2010; Renwick et al, 2016; Shen et al, 2018). Referring to green recruit ment which comes under the umbrella of GHRM to attract potential candidates using green branding (Tang et al, 2018), selecting employees using environmental criteria such as environ mental knowledge (Jose Chiappetta, 2011; Masri & Jaaron, 2017), training of employees to create awareness for environmental issues(Jabbour, 2013; Tang et al, 2018), setting green performance appraisal (Nejati et al, 2017; Tang et al, 2018), giving monetary and non-monetary awards on the achievement of environmental goals (Yusoff et al, 2018) and involving employees in solving the environmental issues (Mishra, 2017)

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