Green Human Resource Management Research Articles

The impact of GHRM and EGB on organization’s financial and operational performance – an empirical analysis on Indian ICT sector

PurposeThe study aims to conduct an empirical research to examine how green human resource management (GHRM) can influence sustainable organizational performance (SOP) in terms of financial performance (FP) and operational performance (OpP), both directly and through employee green behavior (EGB), in the backdrop of the Indian information and communication technology (ICT) sector.Design/methodology/approachThe study is based on primary data collected through a questionnaire survey from 387 employees engaged in the ICT sector. Confirmatory factor analysis validates the measurement model, while structural equation modeling (SEM) using the partial least squares (PLS) method examines the hypothesized relations.FindingsResults confirm that GHRM significantly contributes to EGB, FP and OpP, with a theoretical underpinning concerning resource-based view (RBV) and ability-motivation-opportunity (AMO) concepts. The study also confirms that connections of GHRM with both FP and OpP are significantly and positively mediated by EGB.Practical implicationsThe study provides evidence-based implications of different GHRM practices toward EGB, FP and OpP, which are highly pertinent to strategists, policymakers, managers and supervisors in implementing GHRM for adding value to both operational and financial statements while protecting nature and natural resources through the green efforts of employees.Originality/valueThe study bridges a significant theoretical and practitioner gap by providing a deeper understanding of GHRM as a sustainable human resource management (HRM) model in the context of the Indian ICT sector. It empirically explores the connections between GHRM and OpP, which is a crucial dimension of SOP, and highlights noteworthy implications for promoting EGB, an individual micro-sustainability dimension directed toward the achievement of broader organizational goals, which are essentially oriented to macro-sustainability.

Implications of HR managers' green attitude: a study of Indian hospitality sector

PurposeThe paper examines the influence of green attitude of HR managers on the other key HRM variables in an organizational context. Specifically, the objective of the paper was to determine if HR managers’ green attitude influences the green behavior of employees in an organization, while accounting for the mediating and moderating effect of contingent variables.Design/methodology/approachData were gathered from 175 human resources managers of Indian hotels using a structured instrument and subjected to partial least squares-structural equation modeling (PLS-SEM) analysis, using SmartPLS 3.0 software.FindingsWhile the green attitude of human resource managers was found to positively influence the green behavior of employees, it was observed that the extent of green rewards played a mediating role in the relationship. Top management support was found to moderate the relationship between green attitude of human resource managers and green human resource management practices.Practical implicationsThe study identifies how green behavior of employees can be improved by focusing primarily on the green attitude of HR managers. Thus, recruiting HR managers with high green orientation, contingent on the exogenous factors mentioned in the study being considered, will result in greater pro-environment employee behavior.Originality/valueOur unique contribution was viewing greening practices in the organization through the HR managers’ lens, who are critical in implementing green practices in an organization, thus providing novel insights compared to earlier studies in the field.

Analysis of Green HRM, Green Value Strategic Improving CSR and Green Performance in Central Kalimantan HSL Palm Companies

Research in the field of human resources that raises the topic of Green HRM to improve Green Performance. The research base also assesses the role of Strategic Green Value in encouraging corporate CSR and has an impact on increasing green performance. Research was conducted quantitatively on 100 CSR respondents from Sustainable Hutan Sawit Lestari palm oil companies in Central Kalimantan. The results of the analysis with Smart PLS show that Green HRM is significant in increasing Green Performance by (5%, but not significantly increasing the CSR program. The next significant result is Green Value Strategy on Green Performance and the significant effect of increasing CSR by 63%. The results of the analysis of the mediating role are a combination namely the CSR program has a significant positive influence on the relationship between Green Value Strategy and Green Performance and there are insignificant results regarding the mediating role of CSR on the relationship between Green HRM in improving Green Performance. Overall the research model from the Q square value shows 95%, namely the importance of Green HRM, Green Value Strategy, CSR in Green Performance. Implementation of these results can be applied to Sustainable Hutan Sawit Lestari companies for managing HRM and natural resources by providing skills training in maintaining the quality of life of the organization and the company environment in a CSR program to improve the company's reputation. In further research you can consider Green Technology.

Green HRM Practices

Green Human Resource Management (Green HRM) integrates environmental sustainability into core HR practices. It goes beyond just business operations and promotes eco-friendly practices throughout the organization. Green HRM encompasses the entire employee lifecycle, from attracting environmentally conscious talent during recruitment to influencing employee behavior through training and performance management. By effectively implementing Green HRM practices, organizations can not only reduce their carbon footprint through practices like reduced paper usage or energy-efficient buildings, but also cultivate a more environmentally responsible workforce. This can lead to significant benefits like cost savings and attracting top talent who value sustainability, ultimately enhancing the organization's reputation. However, challenges like initial investment costs or employee resistance can arise during implementation. Green HRM has emerged as a critical concept in recent times, seamlessly integrating ecological management with practices in business, urbanization, and industrialization. Its core focus lies in managing human resources effectively while ensuring good working conditions. Green HRM procedures are strategically designed to minimize the carbon footprint of both individual employees and the organization itself. This extends beyond just carbon reduction, as Green HRM also plays a vital role in encouraging employees to conserve resources, participate in waste management initiatives, and contribute to pollution control efforts. The growing importance of Green HRM necessitates increased awareness among companies regarding its multifaceted capabilities. Striking a balance between ecological sustainability and effective human resource management has become crucial. Businesses are now recognizing the significance of considering not just financial gains, but also the social and environmental impacts of their operations to ensure long-term sustainability. This growing recognition has recently captured the attention of academic researchers and practitioners, leading to a surge in scholarly studies on the subject. This research paper delves into Green HRM practices within organizations, drawing insights from a comprehensive analysis of current literature. The aim is to explore the importance of Green HRM concepts, practices, and strategies while acknowledging the challenges faced by businesses and other organizations in implementing them. By utilizing established research methodologies, the study will observe, collect, and analyze contemporary research on Green Human Resource Management, providing valuable insights into this evolving field.

Modelling the Combined Effect of Green Leadership and Human Resource Management in Moving to Green Supply Chain Performance Enhancement in Saudi Arabia

Previous research has been limited in examining the causal relationship between green transformational leadership (GTL) and green supply chain management (GSCM), with the intermediary influence of green human resource management (GHRM), within the pharmaceutical sector of the Kingdom of Saudi Arabia (KSA). This gap persisted despite the recognition in Saudi Vision 2030 of logistics, specifically, supply chain management (SCM), as fundamental to the national development agenda, given that contemporary competitiveness lies in the efficacy of supply chains (SCs) rather than individual companies. Moreover, the achievement of economic progress hinges significantly on how well these accomplishments align with sustainability demands and obstacles. This paper aims to investigate the extent to which GTL fosters GRHM practices to enhance the maturity of GSCM performance in the pharmaceutical industry in the KSA. In other words, the research goal is to explain the variance of GSCM due to GHRM and GTL. Drawing upon the Resource-Based View (RBV) and the Ability–Motivation–Opportunity theory (AMO), GTL can enhance many aspects of GHRM, such as employee performance measurement, training content design, recruitment criteria, and green-based rewards policies, which positively influence GSCM practices. The methodology employed is deductive and translated into a questionnaire derived from a comprehensive review of the existing literature. This questionnaire was subsequently tested through the collection of 111 responses from pharmaceutical companies operating in the KSA. The results show the critical effects of GTL and GHRM on GSCM in this sector. The research provides fresh theoretical perspectives and actionable recommendations based on the outcomes. As for originality, this research explores the contribution of transformational leadership and green human resource management in enhancing SC sustainability. The research provides directions for future research to investigate the mediating or moderating impacts of other significant factors, such as green thinking or eco-friendly behaviour, on SCM sustainability. As for practical implications, this research came up with an in-depth understanding of SC managers and professionals regarding their practices related to sustainability.

Green human resource management and millennial retention in Indonesian tech startups: mediating roles of job expectations and self-efficacy

Green human resource management and millennial retention in Indonesian tech startups: mediating roles of job expectations and self-efficacy

A STUDY OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ADOPTED BY THE NEW AGE ORGANIZATIONS

This study looks at the Green Human Resource Management (GHRM) strategies used by Google, a company that is well-known throughout the world for its cutting-edge approaches to workplace culture and sustainability. The corporate agenda is starting to prioritize environmental issues more and more, thus it's important to understand how companies like Google incorporate sustainability into their HRM strategy in order to promote a more environmentally conscious and responsible business environment.Through a comprehensive review of literature and analysis of available resources, this study examines Google's environmental sustainability initiatives, policies, and employee involvement techniques through a thorough evaluation of the literature and analysis of the resources available. Recruitment and selection, performance management, workplace rules and procedures, supplier partnerships, community involvement, employee training and development, and measuring and reporting environmental performance are some of the key topics of inquiry. The results show that Google's GHRM policies are engrained in the company culture and demonstrate a dedication to social responsibility and environmental stewardship. The organization places a strong emphasis on the empowerment and participation of its workforce, promoting a sustainable culture through programs including training, rewards for success, and chances for community service. The implementation of GHRM techniques has several challenges, such as striking a balance between business and environmental objectives, guaranteeing alignment across various organizational roles, and surmounting resistance to change. Organizations may learn a great deal from Google's experiences and lessons gained when creating and implementing their own green HRM policies, which will encourage environmental responsibility and help create a more sustainable future.

Mediation of psychological ownership between green human resources management and nursing faculty's green behavior.

Greening organizations have become a top priority for decision-makers in the 21st century. Psychological ownership can be improved through responsible administration, which, in turn, improves green behavior. Investigating the mediating role of psychological ownership in the relationship between green human resources management (HRM) and green behavior among nursing faculty. A correlational analytical research design was utilized to conduct the study following the STROBE guidelines. A convenience sample of 204 academic staff was used. Four data collection tools were used: sociodemographic characteristics, the green HRM questionnaire, the Psychological Ownership Scale, and the Green Behaviour Scale. Faculty members who perceive strong green HRM practices are more likely to have heightened psychological ownership, positively influencing their engagement in green behavior. Conversely, weaker perceptions of green HRM are associated with lower levels of green behavior. Psychological ownership was found to act as a partial mediator between green HRM and green behavior. Even when considering the influence of psychological ownership, green HRM has a significant and direct impact on green behavior. Faculty members who perceive a high level of green HRM practices are more likely to have a high level of psychological ownership that, in turn, influences their green behavior. Workshops on psychological ownership and green behavior can foster environmental sustainability. Policies should integrate green HRM practices into nursing education and healthcare facilities, recognizing psychological ownership's role. Incentivizing green initiatives can motivate staff, aligning with broader conservation goals. Encouraging an ethos of environmental stewardship benefits both the healthcare and sustainable development agendas.

Unlocking sustainability: the dynamic nexus of organizational support, identification, and green HRM practices in cultivating pro-environmental excellence

Purpose There is a growing need to promote and practice sustainable HRM to foster greener organizations with trained employees who have an attitude and behavior to preserve depleting resources. The purpose of this study is to highlight the importance of sustainable green human resource management (Green HRM) practices along with organizational identification (OI) as a mediating factor and perceived organizational support (POS) as a moderating factor. Design/methodology/approach Quantitative methodology was used, and the data were collected from 311 employees working in telecommunication organizations located in the twin cities of Rawalpindi and Islamabad, Pakistan. Results of the study are based on the structural equation modeling technique using Smart-PLS. Findings Findings revealed that OI proved to be a significant positive mediator between Green HRM and organizational citizenship behaviors for the environment. POS also proved to be a significant moderator on the relationship between Green HRM and OI. Research limitations/implications The study is limited to the two cities of Pakistan; future studies can focus on more cities so that the results can be more generalized. Practical implications This study will especially be useful for HR practitioners to develop mechanisms to initiate and encourage sustainable HR practices. Social implications Organizations’ positive position is established through the inculcation of green activities among their employees. Thus, a sense of responsibility and attachment among employees toward green behavior makes them good citizens. It also works well for their organization as well as for the environment. Moreover, it preserves environmental resources and helps ensure sustainability. Originality/value The research paper was aimed at exploring the importance of sustainable Green HRM practices in a developing country like Pakistan.

A STUDY OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ADOPTED BY THE NEW AGE ORGANIZATIONS

A STUDY OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ADOPTED BY THE NEW AGE ORGANIZATIONS

A STUDY OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ADOPTED BY THE NEW AGE ORGANIZATIONS

A STUDY OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ADOPTED BY THE NEW AGE ORGANIZATIONS

Growing success with sustainability: The influence of green HRM, innovation, and competitive advantage on environmental performance in the manufacturing industry

President Xi set a long-term mitigation target of carbon neutrality by 2060 in September 2020 to cut carbon emissions and improve environmental performance. As a result, the current study aims to investigate how green human resource management and green innovation affect environmental performance in pursuit of the ultimate objective of carbon neutrality. Furthermore, the research considers the potential mediating effect of a green competitive advantage to clarify the mechanisms by which GHRM and green innovation impact environmental performance. Data from 278 employees in the manufacturing industry of Heilongjiang Province were collected through a questionnaire, for which we used a quantitative random sampling technique. The study employed the Smart PLS-4 structural equation modeling technique and revealed that all three factors significantly influenced environmental performance: green HRM, innovation, and competitive advantage. Resource-based view (RBV) theory served as the theoretical foundation for the study. The study uniquely contributes to the literature on GHRM, green innovation, competitive advantage, and environmental performance.

Green Human Resource Management – Unveiling the Emerging Themes and Scopes for Further Studies

Green human resource management has recently caught the attention of researchers due to global environmental concerns thus sustainable development. Accordingly, academic researchers have been enormously focusing on this particular domain. As a result, it is deemed acknowledged research trends and themes are rising in this domain. Therefore, it is indeed crucial to explore the research trends in this particular topic to allow future researchers to find scopes for further study. Consequently, this study aims to explore the research publication trend, themes, and scopes for further study. To achieve this objective, both Scopus and the Web of Science databases were used to gauge the research publications relevant to green human resource management. A total refined of 396 documents were taken to perform bibliometric analysis. The findings showed a gradual growth in the publication in recent years at a significant pace. Furthermore, mainly three themes were observed namely, green human resource management linked to environmental management and green behavior, sustainability and performance, and green innovation and green intellectual capital. These findings enable future researchers to learn the existing themes that have already been emphasized which creates new opportunities for future studies. Policymakers may find these findings crucial to observe the current role of human resource management from different sectors which allow them to support further studies for robust output.

The Impact of Technological Advancement and Green HRM Practices on the Sustainable Business Development in Vietnam

The growing need of sustainability in businesses, especially the ecological aspect demands the its eligibility and effectiveness in human resource area which is normally referred green human resource management. Moreover, the rising concerns for natural environment also fixate the idea to rejuvenate the conventional business model and shift towards green management. Thereby, the study intends to scrutinize the role of green HRM practices in sustainable business development in Vietnamese context. Along with it, the study also intends to explore the mediating role of technology advancement on proposed relationship. For this purpose, primary data was collected, and PLS-SEM methodology was employed to assess measurement and structural model. Results echo that green HRM practices are positively correlated with sustainable business development in case of Vietnam. Moreover, technological advancement significantly mediates the relationship of green HRM and SBD. Results are helpful in policy making structures by enhancing the effectiveness of existing HRM practices.

Impact of Green Human Resource Management Practices on Environmental Performance of Indian Banking Sector: An Empirical Study

Impact of Green Human Resource Management Practices on Environmental Performance of Indian Banking Sector: An Empirical Study

Green HRM for Enhanced Environmental Performance: A Circular Economy Perspective Aligned with SDGs

This empirical inquiry explores the use of Green HRM as a strategic tool to improve environmental performance within the context of a circular economy. We chose 200 employees from the Pakistan Stock Exchange (PSX) based on data from the Corporate Social Responsibility (CSR) index. The study employs Structural Equation Modeling-Partial Least Squares (SEM-PLS 4) to examine the relationship between organizational policies and the implementation of circular economy principles within the framework of Green HRM practices. This research is supported by the circular economy, which is defined as a fundamental change in thinking that promotes the reuse of resources, reduction of waste, and efficient use of resources. The SEM-PLS 4 approach is used to validate the theoretical framework that proposes that Green HRM practices provide a significant contribution to the promotion of circular economy initiatives, which in turn lead to considerable gains in environmental performance metrics. Moreover, this method is employed to evaluate the complex causal links in action. Policymakers and business leaders may facilitate the integration of Green HRM into sustainability programs by utilizing the study's findings. It is expected that human capital management will play a crucial role in achieving the circular economy paradigm. This research not only improves our understanding of how Green HRM affects sustainability, but also provides firms with a strategic roadmap for implementing circular economy models.

Fostering sustainability through the Green HRM and green inclusive leadership: the dual mediating role of creative self-efficacy and green skill competency

Fostering sustainability through the Green HRM and green inclusive leadership: the dual mediating role of creative self-efficacy and green skill competency

Effects of green HRM practices on circular economy-based performance of banking organizations in an emerging nation

The concept of circular economy-based performance has gained significant interest within the highly competitive business arena and environment-concerned stakeholders. This study assumes that environment oriented HRM practices have significant effects on circular economy-based performance. This study aims to investigate the contributory effect of five selected components of green HRM on the circular economy-based performance of environment-concerned banking organizations. A total of 418 managers of commercial banks are the unit of analysis, and data were derived using a structured questionnaire from the respondents who are working in managerial positions in banking organizations in Bangladesh. The gathered data has been encoded by SPSS and analyzed through PLS-SEM 4. The results of this study reveal that all components of green HRM, i.e., green employment design, planning, staffing, training, and benefits significantly contribute to the circular economy-based performance of the banking sector. Thus, green HRM effectively promotes the circular performance of banks to provide a distinctive perspective for adding value to the environmental concerns in an emerging economy. AcknowledgmentThe authors appreciate the support in preparing the article provided by the University of Debrecen Program for Scientific Publication.

Peningkatkan Kinerja Industri Kerajinan Batik Melalui Penguatan Sumber Daya Manusia Hijau (Studi Literatur)

Community empowerment is one of the impacts produced by the tourism sector. On the next trip, the development of tourism also stimulated the emergence of tourism-supporting industries such as transportation, culinary, souvenirs, and crafts. In an effort to create sustainable tourism, the presence of the batik craft industry as a tourism supporter is very much needed. Talking about green environmental issues, the batik industry also has the potential to threaten environmental sustainability. Referring to this, management needs to pay attention to and prepare various things that support business sustainability. Green human resources are interpreted as an effort to maximize their potential. This step is an organizational strategy for responding to green challenges and performance. This study will look at the extent to which green human resource management practices support the management of the management business. A qualitative research design through a literature study was used with reference to existing provisions. The results of the study explain that green human resource practices are able to support improving the quality of human resources. Some efforts that can be made include searching for human resources through screening, providing training and optimizing human resources, conducting human resource assessments, and providing appropriate rewards for the performance provided.

Investigating the relationship between green human resource management and employees' environmental behavior

AbstractAlthough accumulated evidence has shown that green human resource management (GHRM) has crucial effects on employees' environmental behavior, there is limited research on the underlying mechanisms of the link. Drawing on social information processing theory, we build a multilevel model to test that how and when GHRM has benefits for employees' environmental behavior. For a sample of 866 frontline employees organized into 53 hotels collected from three data sources, we find that GHRM is positively associated with work group green advocacy, which in turn is positively associated with employees' environmental behavior. Moreover, managerial interpretations of environmental issues strengthen the positive effect of work group green advocacy on employees' environmental behavior. Theoretical and practical implications of our results are discussed.