Green Human Resource Management Practices Research Articles

Green Human Resources Management Practices at The Green Hotel Business of Hyatt Regency, Yogyakarta (2017- 2022)

Green Human Resources Management Practices at The Green Hotel Business of Hyatt Regency, Yogyakarta (2017- 2022)

Knowledge-Oriented Leadership and Green Human Resource Management in Improving Green Work Innovative Behavior with the Mediation Model

The research explores the relationship between knowledge-oriented leadership, green human resource management practices, and the innovative behavior of green workers in the context of small enterprises in Central Kalimantan, Indonesia. The study aims to fill gaps in existing research by investigating how these leadership and HR practices affect employee involvement in environmentally friendly initiatives and innovative work behavior. By examining the role of mediators of environmentally sound human resource factors and environmentally friendly employee engagement, the study seeks to provide new insights into the mechanisms through which knowledge-oriented leadership and green HRM can drive sustainability and innovation in organizations. Data was collected from employees working in micro and small businesses in Central Kalimantan, Indonesia. A total of 114 online questionnaires were filled out by employees working at 32 SMEs. Using the size effect test method of mediation with upsilon (v) statistics provides an explanation of how strong the mediation influence in this study is. Research findings suggest that green work engagement mediates the relationship between green human resource management and green work innovative behavior.

Fostering innovation through green HRM: The mediating role of organizational support and green commitment

This study aims to investigate the role of green human resource management (GHRM) on innovative work behavior in helping organizations to implement environmentally friendly business practices. By using natural resource-based view and social exchange theory as theoretical lens, we consider the role of green HRM, perceived organizational support for the environment, green knowledge sharing, and green commitment as antecedents of innovative work behavior. The sample is 215 employees from the MSME’s manufacturing industrial sector in West Java province selected using purposive sampling, then the data was analyzed using structural equation models (SEM-PLS). The research results show that GHRM practices have a positive and significant influence on green commitment, green knowledge sharing, and innovative work behavior. Apart from that, the moderating role of green knowledge sharing is found to strengthen the relationship between green human resource management and green commitment. The mediating role of green commitment in the relationship between GHRM and employee innovative work behavior is also confirmed. This study also found that organizational support indirectly influences green commitment. The findings of this study provide contribution to the literature, especially in the field of organizational behavior by emphasizing the role of GHRM practice to stimulate innovative work behavior of employees. It also provides practical implications for organizations to adopt environmentally friendly business practices as an effort to improve their positive outcomes of the employees.

Exploring the synergistic effects of circular economy, Industry 4.0 technology, and green human resource management practices on sustainable performance: Empirical evidence from Indian companies

Exploring the synergistic effects of circular economy, Industry 4.0 technology, and green human resource management practices on sustainable performance: Empirical evidence from Indian companies

Green Human Resources Management Practices and Tertiary Institution Productivity in South West Nigeria

Abstract: Inadequate Implementation of Green human resources Practices in tertiary institutions in South West Nigeria has made the higher institution of learning to face challenges in integrating environmental conservatives policy in their operations. The study therefore examined the effect of green human resources practices on organizational productivity of tertiary institutions in Nigeria. The study adopted a cross- sectional survey research design with the aid of structured questionnaire. The population for the study are the employees of the all the six (6) Federal polytechnics in South Nigeria, totaling 5028. From this population, an aggregate sample size of 371 participants were selected using Taro Yamane sample size calculator where proportional allocation was used to select participants for inclusion per tertiary institution. Structural equation modeling using Smart-PLS 4.0 was used for data analysis; as results indicated that GIO ( , T-statistic = 3.512, p < 0.05), GRCM ( , T-statistic = 8.385, p < 0.05), and GRS ( , T-statistic = 4.711, p < 0.05) have significant positive effects on organizational productivity. This highlights the importance of these green HR practices in enhancing productivity in the selected tertiary institutions in Southwest Nigeria. The study concluded that green human resources management practices is crucial in achieving optimal organizational productivity of the federal polytechnics in South West Nigeria. The study therefore recommended that the management of the federal Polytechnics in South West Nigeria should use environmental conservative employer branding to attract, select applicants and retain employees who have green orientation through a well-defined and circulated environmental sustainability human resources policy.

Effects of green human resource management practices on employee green behavior: the role of employee’s environmental knowledge management and green self-efficacy for greening workplace

Effects of green human resource management practices on employee green behavior: the role of employee’s environmental knowledge management and green self-efficacy for greening workplace

Bridging green supply chain practices and environmental performance in Chinese semiconductor sector: With the role of energy efficiency and green HRM

The semiconductor sector of China, which is an essential part of the global electronics market, is experiencing significant pressure to adopt green practices. Therefore, this study examines the role of green supply chain practices such as customer environmental collaboration, green purchasing and sustainable innovation in environmental performance. By leveraging the integrated perspective of the resource based-view, natural resource-based view and ability-motivation-opportunity as a theoretical lens, the study evaluates whether green practices lead to better environmental performance. In this study, energy efficiency is explored as a mediator between green purchasing, sustainable innovation and environmental performance, revealing its part in reaping the benefits of green initiatives. Additionally, green human resource practices are assessed as a moderator to identify how supportive such practices can be to amplify the relationship between customer environmental collaboration and firm environmental performance. Leveraging a PLS-SEM methodology, the findings reveal that environmental collaboration with customers, green purchasing and sustainable innovation directly lead to superior environmental performance. The study identifies the crucial role of energy efficiency as a mediator as it helps reinforce the effectiveness of green practices. The proven role of green human resource management as a moderator underscores the need to integrate human resource management with environmental objectives. Policymakers could take guidelines from the study to develop policies related to enhancing environmental performance using effective green supply chain practices and green human resource management practices.

Green Human Resource Management and Organizational Performance: Structural Equation Model Evidence from Nekemte Comprehensive Specialized Hospital, Ethiopia

Organizations have been more environmentally conscious in recent years, particularly since the sustainable development target was established worldwide. Consequently, scholars' attention has been drawn to the connection between green human resource management (GHRM) and organizational performance. This study aims to investigate the relationship between organizational performance and green human resource management at Nekemte Comprehensive Specialized Hospital (NCSH), a public hospital located in Nekemte City, east Wallagga zone, Oromia regional state, Ethiopia. Data was gathered using a closed-ended, five-point Likert questionnaire survey in order to meet the study's goals. All 223 questionnaire were received and analyzed using the structural equation modeling (SEM) method. Convergent and discriminant validity tests, as well as construct and composite reliability, were performed on the specified SEM model. The outcome of these tests showed that the SEM model's validity and reliability had been attained. Further, the SEM was checked for model fit indices and it was assured that the model is fit in all aspects. The SEM results revealed positive and significant effects of green reward and compensation (GRC) with a path coefficient of 0.41 (P<0.05) whereas green performance management and appraisal (GPMA) with a path coefficient of 0.48 (P<0.05) on organizational performance (OP) of Nekemte comprehensive specialized hospital. The structural model further revealed that green training and development (GTD) and green reward and compensation (GRC) have a significant effect on green performance management and appraisal (GPMA) with an estimated path coefficient of 0.49 (P<0.05) and 0.52 (P<0.05, respectively. The effect size analysis results indicated that GRC has the largest effect on organizational performance with an estimated path coefficient of 0.55 while GPMA has appeared with an estimated coefficient of 0.45 revealing a medium effect on OP. The result from the mediation analysis has indicated that GPMA has fully mediated between GTD and OP while it partially mediated between GRC and OP. From the econometric results, it is concluded that GHRM practices are positively contributing to the performance of the organization. The overall conclusion of the study is that there are limited GRHM practices that positively contribute to the performance of the hospital. The policy implication is that better organizational performance of the hospital demands the continuous effort of putting GRHM practices at the center of the organizational goal. Further, the dual contribution of GRC and the dual advantage of GPMA need to be well exploited.

Examining the impact of green human resource management on green innovative work behavior: A multilevel analysis

AbstractThe significance of green human resource management (GHRM) practices in promoting employees' environmentally friendly behaviors and enhancing environmental performance is well‐documented in current research. However, the impact of GHRM practices at the organizational level on the eco‐conscious behaviors of individual employees remains unexplored. Moreover, scholarly attention to employees' green innovative work behavior (GIWB) has been limited. This study explores the novel concept of GIWB from a strategic human capital (SHC) perspective. Drawing on signaling theory, this study proposes that GHRM practices act as signals emphasizing the importance of environmental sustainability, which may influence GIWB at the individual level. This research aims to assess the effect of various GHRM practices on GIWB and to explore how unit‐level GHRM practices moderate the relationship between an employee's creative personality (CP) and their GIWB, using social exchange theory (SET) as the guiding framework. Data were collected from 163 HR managers and plant supervisors and 815 employees within Taiwan's environmental protection sector and then analyzed using hierarchical linear modeling (HLM) techniques. The findings reveal that specific GHRM practices significantly enhance employees' GIWB. Furthermore, it demonstrates that aggregated GHRM practices moderate the relationship between CP and GIWB. These findings contribute to a deeper understanding of how signals from organizational GHRM practices can foster GIWB among individual employees.

Exploring the Green Human Resource Management (GHRM) Practices of Public Higher Education Institutions (HEIs) Towards the Development of Green Social Responsibility Program Model

This study explores the practices of green human resource management (GHRM) and its relationships to environmental management systems (EMS) towards the development of green social responsibility program model. The study also looked at the impact and commitment to social responsibility programs and human resource management practices of selected HEIs in the provinces of MIMAROPA Region 4-B. The ability, motivation, and opportunity (A-M-O) theory was used to explain how the factors in this study related to one another and to enhance employees’ abilities and efforts by fostering a collaborative work environment . Alternately, to consider statistical treatment of data, through analysis of variations (ANOVA), and to determine the correlation between green HRM practices and the perceived level of environmental management systems’ performance of the Romblon State University (RSU), Palawan State University (PSU), and Mindoro State University (Min SU) as higher education institutions (HEIs) in MIMAROPA Region IV-B, Pearson’s product-moment correlation (Pearson’s r) was used to identify which among the green HRM practices that predicted the environmental management performance of these selected universities that significantly correlated the relationship between Green Human Resource Management and environmental Management Practices, with p value of less than 0.05, and it is interpreted that the correlation between the two variables is significant at 0.01 level (2-tailed). It means that GHRM affects the EMS through the full mediation of HEIs environmental knowledge, thus strengthening and validating the finding of a theoretical implication in terms of ability, motivation and opportunity (A-M-O)theory.

Positive Effects of Green HR Practices on Corporate Social Responsibility: Empirical Evidence from Tunisian Business

When appropriately designed and implemented, the methods of Green Human Resource Management (GHRM) stand to be significant avenues towards Reaching Sustainable Development Goals (SDGs). This study delves into examining the GHRM practices’ effectiveness over the sustainable performance of Corporate Social Responsibility (CSR). In an evolving economic landscape marked by trends such as globalization, escalating demands from investors and consumers and heightened product competition, governmental entities continuously strive to advance their performance by minimizing costs, renewing products and procedures, and enhancing quality to remain competitive. GHRM represents an initiative that contributes to fostering an eco-friendly workforce capable of understanding and implementing green culture within businesses and institutions. Hence, it is essential to underscore that human resources as well as their systems serve as the bedrock of any enterprise. It is a recognized fact that the role of human resources inside an organization is pivotal to plan and to execute these ecological policies in order to foster a green ecology. For our research, a sample size of 100 Enterprises (SMEs) in Tunisia has been chosen. We will conduct factorial analyses and Cronbach's alpha tests using SPSS 20 software to facilitate the aggregation and refinement of items related to the measurement scales of the questionnaire. Subsequently, all research hypotheses were upheld with results indicating that the practical implementation of GHRM such as training (GT), recruitment (GR) and remuneration (GRe) exerts a positive influence on the sustainable performance (SP) of CSR.

Impact of Green Work–Life Balance and Green Human Resource Management Practices on Corporate Sustainability Performance and Employee Retention: Mediation of Green Innovation and Organisational Culture

Impact of Green Work–Life Balance and Green Human Resource Management Practices on Corporate Sustainability Performance and Employee Retention: Mediation of Green Innovation and Organisational Culture

The Impact of Green HRM Practices on Employee Performance: Mediating Role of Psychological Ownership in The Banking Sector of Pakistan

This paper investigates the mediating role of psychological ownership in the association between green human resource management and employee performance. The study utilized a quantitative research design based on data analysis of 980 employees from 20 commercial banks in Pakistan. Psychological ownership mediates the association between green human resource management practices and employee performance. The paper highlights the significance of green human resource management practices in fostering psychological ownership and enhancing employee performance in the workplace. For future studies, longitudinal designs with multiple sources and stages of data collection will be essential to gain a profound understanding of the relationship between the constructs. Testing across various organizational forms and cultures is recommended for a comprehensive assessment. Managers are encouraged to raise employee awareness through green human resource management practices to help employees attain a competitive edge by enriching their knowledge, skills, and abilities, enhancing their quality of life and work performance. This study contributes to the existing literature by offering a descriptive and practical elucidation of the role of psychological ownership among the employees of the banking sector in Pakistan in the connection between green human resource management practices and employee performance. The banks must recruit those individuals who have the knowledge and work for a sustainable environment, and they own their position at the workplace.

Modeling the enablers of implementing green HRM practices: An ISM‐MICMAC approach

AbstractThe goal of this study is to identify the set of enablers that influence the implementation of green human resource management (GHRM) practices in the organization and understand mutual relationships among these enablers. The research used interpretive structural modeling (ISM), a method based on expert opinions. We recorded the opinions of experienced academicians and human resources professionals with the aim of drawing conclusions. The driving and dependent power of these factors has also been investigated using Matrice d'impacts croises multiplication applique a classement (MICMAC) analysis. This research work reveals that the primary enabler of GHRM is green government policy, specifically environmental policies, with green leadership, top management support, and green health and safety following closely behind. Green recruitment and selection, green organization culture, green brand image, and green training and development have all reached the third level of the hierarchy. The findings could aid in gaining a comprehensive understanding of these essential enablers, their contextual factors, and the cause‐and‐effect relationships involved in implementing GHRM practices in any given organization. While designing the GHRM implementation strategy, organizations should place emphasis on all the enablers to improve organizational performance.

Achieving sustainability through green human resource management practices and environmental orientation fit: a multilevel modeling

Achieving sustainability through green human resource management practices and environmental orientation fit: a multilevel modeling

The Impact of Green Human Resource Management Practices on Brand Citizenship Behavior and Employee Turnover Intention: A Mixed Methods Approach

In light of the escalating necessity for sustainability within Lebanese small to medium-sized enterprises, these organizations are considered contributors to ecological damage. As a consequence, many of these enterprises adopted green human resource management practices encouraging employees toward sustainable behaviors. This is in conformity with the principles of the circular economy that aim to shun resource depletion and resonate with the country’s currency devaluation, political instability, and lack of access to resources. Given this background, this study aims to examine the influence of green human resource management practices on organizational pride, brand citizenship behavior, and turnover intention, moderated by individual green values. This study adopted a mixed-methods approach, collecting quantitative data from 202 employees working for small to medium-sized enterprises through a questionnaire, and qualitative insights through semi-structured interviews from eight managers; these were then analyzed using PLS-SEM and thematic analysis. The results showed that green human resource management practices lead to an increase in organizational pride, which positively influences brand citizenship behavior and negatively affects turnover intention. Individual green values positively moderate the aforementioned relationships. Understanding such detailed interrelationships adds insights into the literature of green practices. Moreover, this is the initial empirical investigation that integrates these concepts within the small to medium-sized enterprise context and provides comprehensive insights to stakeholders to enhance sustainability through appropriate human resource management strategies.

The impact of green human resource management practices on employee’s job performance

The impact of green human resource management practices on employee’s job performance

Sustainability of the society through green human resources management practices: A proposed model

Purpose: This study evaluates and fills this knowledge gap by providing empirical evidence of the relationship between green HRM practices and environmental performance based on the resource-based view, dynamic capabilities theory, and triple bottom line theory. Research Methodology: A detailed review of the empirical and conceptual articles related to this topic was conducted. An eclectic analysis and synthesis of evidence guided the development and presentation of the proposed framework. Results: A review of relevant studies revealed that GHRM practices positively determine society’s sustainability through the adoption of environmental practices. Green human resource management practices have also been proposed to have a direct link to society’s sustainability and an indirect link mediated by environmental practices. This study is limited to green human resource management practices, environmental practices, and the sustainability of society. Contribution: This study provides a valid mechanism and useful insights for corporate organizations, entrepreneurs, researchers/scholars, policy makers, community leaders, and government, among others, to facilitate the use of human resources (HRM) practices as a means for improving environmental practices and sustainability of society.

Building Green Human Resource Behavior with Integrity: An Islamic Human Resource Management (HRM) Approach

This research aims to explore how the application of Islamic Human Resource Management (HRM) principles can shape human resource behavior that embodies integrity and aligns with Islamic teaching values, while also integrating green HRM practices to promote environmental sustainability. Using a qualitative approach and in-depth literature study, this research analyzes the concept of Islamic HRM, the core values it encompasses, and human resource management practices that are consistent with Islamic principles. Additionally, this study examines the role of green HRM in fostering environmentally responsible behaviors among employees, highlighting the synergies between Islamic HRM and sustainability. The research results show that the application of Islamic HRM can cultivate human resource behavior characterized by integrity, trust, fairness, responsibility, and environmental stewardship. This research also provides examples of best practices from organizations that have successfully implemented both Islamic HRM and green HRM principles in managing their human resources. The findings of this research offer valuable insights for human resource practitioners, organizational leaders, and academics in designing strategies to develop human resource behavior that not only aligns with the values of Islamic teachings but also supports sustainable business practices.

Efficacy of Green Reward Management Practices on Workers’ Performance: Evidence from Public Universities in Western Kenya

Few organizations in Kenya have implemented green-oriented practices, including public universities, which continue to experience internal wastage and suboptimal resource utilization amidst reduced government financial support for their operations. The role of green human resource management practices on academic staff performance in public universities remains relatively unexplored in Kenya. This study assessed the effect of green reward management practices on employee performance. Based on a positivist philosophy, and guided by the Ability, Motivation and Opportunity Theory, an explanatory research design was used to undertake the study on a target population of 438 employees holding top and middle level management positions in 11 public universities in the Western region of Kenya. From it, a sample size of 209 respondents was determined using Slovin’s sample determination method. Questionnaires were used to collect data. They were tested for reliability and validity before use. The collected Data was analyzed using descriptive and inferential statistics where correlation and multiple regression analysis was done using SPSS version 25.0. The results indicated that green reward management practices had a significant effect on the employee’s performance since the R-Square of 0.111 implied that 11.1% change in the employee’s performance was attributable to the green reward management practices which were significant on employees’ commitment to achieve set performance targets (t = 5.011, p<0.001). The study recommends that Public Universities should invest more resources towards green reward schemes to motivate staff to be sustainably productive.