Green Human Resource Management Practices Research Articles

Green HRM impact on environmental performance in higher education with mediating roles of management support and green culture

PurposeThis paper aims to investigate the direct relationship between green human resource management (GHRM) practices and environmental performance (EP) in Palestinian universities, as well as the mediating role of management support (MS) and green organisational culture (GOC) in this relationship.Design/methodology/approachA quantitative approach was used in this study. The data were collected from 351 employees working in Palestinian universities through a questionnaire and analysed using partial least squares structural equation modelling.FindingsThe study finds that the implementation of GHRM practices positively enhances EP. The results further demonstrate that GHRM practices influence both MS and GOC. Furthermore, this study reveals that both MS and GOC play a significant role in mediating the relationship between GHRM and EP.Practical implicationsThis study adds to the existing literature by providing a conceptual framework and empirical evidence of the correlation between GHRM, GOC, MS and EP, specifically in university settings. Educational institutions can use this study’s findings to foster a green culture and gain endorsement from top-level management. This approach promotes the adoption of eco-friendly practices and the development of environmental strategies that can influence EP.Originality/valueThis study contributes to the field by enhancing the understanding of the ability–motivation–opportunity theory in the context of Palestinian universities. Specifically, this study investigates how GHRM practices and GOC establish core competence for sustainable EP. Furthermore, the findings reveal a positive influence of GHRM practices on both GOC and MS. Finally, this study’s empirical evidence highlights the significance of GHRM practices in fostering GOC, MS and, ultimately, improving EP within universities.

Impact of green HRM practices on sustainable performance: mediating role of green innovation, green culture, and green employees' behavior.

The concept of sustainability in the context of human resource management (HRM), or more precisely, green HRM, has significantly transformed in recent years. Human resources are an important and valuable asset of a firm. In this research, green HRM is concentrated on the areas where HRM is held accountable for the company's sustainability initiatives. The research examines the effects of green HRM on organizational performance in China while considering the mediating roles of green innovation (GI), green employee behavior (GEB), and organizational culture. The data was gathered from 316 HR specialists working in various Chinese manufacturing businesses to meet the study's goals. A self-administered questionnaire utilizing the preexisting scale is used to obtain the data (detail is provided in Table 1). The smart PLS 4 structural equation modeling approach is applied for the data analysis. The study results indicate that green HRM practices influence green innovation (GI), green culture (GC), and green employee behavior (GEB). Furthermore, results also suggest that GI, GC, and GEB influence the organization's sustainable performance (SP). The research has several theoretical, methodological, and practical ramifications for many stakeholders, including the Chinese security exchange commissions, firms' senior management, academics, and HR specialists.

Evidence-Based Green Human Resource Management: A Systematic Literature Review

To better understand the empirical development of green human resource management (GHRM) research and theories and to provide evidence-based suggestions, the article conducts a systematic review of evidence-based studies within the academic field of GHRM. The review follows the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) Protocol 2020 to select GHRM-focused and highly qualified articles, published in the final stage by the end of December 2022 and written in English from the Scopus and Web of Science Core Collection databases. Independent assessments of studies were performed by two researchers in the selection and analysis process, and bibliometric and statistical analyses were applied to synthesize the results from 141 articles. The results reveal the increasing interest, diversification, and tendencies of GHRM research and highlight the disequilibrium of research context and methodology, the classification and evolution of research emphasis, the mechanism for theories, the constructs, the measurements, and the framework of the literature. Based on the results, evidence-based recommendations were provided for both practitioners and researchers regarding the context and trend, access and approach, and mechanism and innovation for GHRM development. This review possesses significance as providing the original findings of detailed empirical GHRM research context, the relationships between GHRM practices dimensions and measurements, and the interrelation of theory application and framework design. Despite the discoveries having the potential to offer scholars and practitioners GHRM suggestions with a reliable basis, the authors recognize the scope of the current review is limited and call for verification of current findings with a wider range of studies.

GREEN HRM & JOB PERFORMANCE: UNVEILING PATHWAY THROUGH JOB SATISFACTION

This study aims to investigate relationship between Green Human Resource Management (GHRM) practices and job performance, while examining the mediating role of job satisfaction. GHRM practices focus upon integrating the environmentally sustainable practices into the human resource policies and procedures. The study used quantitative research design, with data collected through structured questionnaire from a sample of employees across various industries. The statistical techniques like correlation analysis and regression analysis were employed to analyze the data. The results of study revealed a positive & significant relationship amid GHRM practices & job performance, indicating that organizations that implement environmentally friendly HR practices tend to have higher job performance levels among their employees. Findings indicated that job satisfaction partially mediates relationship amid GHRM practices & job performance. organizations should prioritize creation of work environment that promotes job satisfaction amid employees. This can be realized by providing chances for employee involvement, recognition, and growth, among other factors.

Does Employee’s Green Commitments and Green Attitude Mediate the Relationship of Green HRM Practices and Pro-Environmental Behaviour: Evidence from TEVT Sector Southern Punjab, Pakistan

This study explored how employees’ green commitments and attitudes strengthen the impact of Green Human Resource Management Practices (GHRMPs) on the Pro-environmental behavior (Pro-EB) of TEVT graduates & trainers at the workplace. The Technical Education and Vocational Training (TEVT) sector is now focusing on developing strategic, environmentally sustainable policies to develop their employee’s commitments & attitudes toward ecologically friendly activities. Using a convenient sampling technique, data was collected from 286 TEVT Trainers and TEVT graduates, and extracted results after applying PLS-SEM and Bootstrapping analysis showed that Green Human Resource Management Practices through Employee Green Commitments and Employee Green Attitude have a significant positive impact on pro-environmental behaviour. This study provides greater insight for policymakers on developing strong green commitments and attitudes among TEVT Trainers and graduates to achieve sustainable, environmentally friendly behavior at workplace and training institutes. Further in-depth analysis is therefore recommended based on PLS prediction (Q2) results by the addition of another variable.

GREEN HRM – A SUSTAINABLE TOOL FOR DEVELOPMENT OF BUSINESS

Green Human Resource Management (HRM) is an emerging area of research that focuses on how organizations can adopt environmentally sustainable practices in their HRM strategies. The purpose of this research project is to explore the concept of Green HRM, its implications for organizational sustainability, and its impact on employee behavior and attitudes. The primary data will be collected through questionnaire distributed in selected organizations in different sectors. The secondary data will be collected from published academic literature, reports, and other relevant sources. The study aims to identify the current state of Green HRM practices in organizations, the factors that influence the adoption of Green HRM practices, and the outcomes of Green HRM practices on organizational sustainability and employee attitudes and behavior. The study also seeks to provide recommendations for organizations on how to integrate Green HRM practices into their existing HRM strategies. The findings of this research project are expected to contribute to the growing body of literature on Green HRM and provide insights into how organizations can adopt environmentally sustainable practices in their HRM strategies. This study is particularly relevant in the context of the increasing global concerns about climate change and the need for organizations to contribute to sustainable development.

Realization of Sustainable Organizational Performance Using New Technologies and Green Human Resource Management Practices

The introduction of a culture of environmental responsibility is becoming not just a branding tool, but also an important factor in business development. This article explores the possibility of increasing the environmental performance of companies through green methods of personnel management using the example of Iranian car manufacturers. The study combines survey and correlation-analytical methods. The study reveals that the improvement of green methods of human resource management, covering such aspects as recruitment, training, and performance management, has a positive and significant impact upon the environmental performance of companies. The effectiveness of these activities increases with the use of new technologies such as learning management systems (LMS), cloud computing, and artificial intelligence. The application of green methods in personnel management stimulates the implementation of a corporate strategy of sustainable development and opens new career opportunities for employees. The benefits for the companies lie in the improvement of corporate image, the growing demand for their products, the improvement of production safety, and, consequently, that of the internal organizational climate.

The The Development of Green Human Resources Management in Indonesia

The environmental damage that occurs due to industrial development requires organizations to implement Green HRM (Human Resource Management) to achieve the company's environmental and sustainability goals, as well as provide benefits for employees and the company. By implementing Green HRM, companies can improve efficiency and environmental performance. This research aims to provide a detailed description of Green HRM practices as additional knowledge and new insights. This research was conducted with a qualitative descriptive approach and used data collection methods through literature studies. The study showed the result that the development of Green HRM in Indonesia has shown progress but still facing many challenges and obstacles. The sustainability and diversity of human resources in Indonesia can be a competitive advantage that strengthens Green HRM practices

Impact of Green Human Resource Management on Environmental Performance: the Mediating Role of Green Innovation and Environmental Strategy in Pakistan

With globally increasing recognition of environmental sustainability, now businesses are also acknowledging the requirement of incorporating green practices into their company operation. The study aims in exploring the relation in between the concepts of some sustainability elements such as “green human resource management practices” (GHRMP) and variables like “environmental performances”, with the examination of environmental strategy and green innovation playing as a mediator. The study of GHRMP with respect to its elements such as green recruitment refers to selecting and hiring an employee who has significant knowledge about environmental sustainability. It also consists of an element named green training that refers to teaching and developing a set of skills in employees to take action while protecting the environment within the organization The author specifically examines the connection between them by using the resource-based view theory. They also tested their relationship using the manufacturing firm's ability, motivation, and opportunity (AMO) theory. A survey questionnaire research strategy was used in this study along with a simple random sampling of 247 managers from large manufacturing firms in Punjab of Pakistan. For data analysis, this research used the p-test based on PLS-SEM. The findings showed that the study elements have a direct and major influence on each other especially the GHRMP and strategic environmental approach complement each other in the presence of the sustainable innovative product by the organization. Additionally, environmental strategy (ES) also partially mediated the influence of sustainable innovative products can be termed green innovation (GI), and it has an impact on environmental performance. The result revealed significant suggestions for legislators and manufacturing industries, to promote environmentally responsible actions, manufacturing goods, plus some production methods through a successful incentive program to increase loyalty. To apply the analysis and apply the study variables in the selected large sample sizes that can also be retested for future research, further research can exclude the novelty and unique issue by replicating the same research in other regions of the world.

Applying Green Human Resources Management Practices in Achieving the Differentiation Strategy in Five-Stars Hotels in Alexandria) Exploratory Study

Applying Green Human Resources Management Practices in Achieving the Differentiation Strategy in Five-Stars Hotels in Alexandria) Exploratory Study

THE EFFECT OF GREEN HUMAN RE-SOURCE MANAGEMENT (GHRM) PRAC-TICES ON THE COMPETITIVENESS OF HIGHER EDUCATION MEDIATED BY KNOWLEDGE MANAGEMENT

In the global era, creating competitiveness is one of the key aspects of survival. This study aims to explain competitiveness in knowledge management-mediated green human resource management practices in Jakarta's private universities. This research is critical because green practices on campus are becoming essential due to the need for sustainable development and climate change mitigation. Furthermore, educational institutions should educate global citizens about sustainable development and provide relevant information concerning environmentally friendly practices. In this research, a total sample of 356 lecturers from 10 private tertiary institutions in Jakarta with B accreditation and more than 5,000 students. Purposive sampling was used in the sampling method to collect data, which was then analyzed using SEM-PLS. According to the study results, green human resource management has a direct and positive effect on competitiveness, while green human resource management has a direct positive impact on knowledge management. It can also be stated that knowledge management measurements' findings on competitiveness have a positive effect. Further research demonstrates a positive secondary impact of green human resource management through knowledge management on competitiveness. The results of this study may have negative effects on the campus's reputation as a green educational facility.

The Impact of Green Human Resource Management Practices in Creating Sustainable Competitive Advantage "A Descriptive Study of a Sample of the Egyptian Food Industry"

The Impact of Green Human Resource Management Practices in Creating Sustainable Competitive Advantage "A Descriptive Study of a Sample of the Egyptian Food Industry"

Fostering extra-role green behavior through green HRM practices: mediating role of green absorptive capacity

PurposeThe green aspects in current management practices are strongly emphasized for sustainable and environment friendly business operations. Thus, building on ability-motivation-opportunity (AMO) theory, this study aims to test the mediating role of green absorptive capacity in the relationship between green human resources management (GHRM) practices (i.e., green training and development, and green performance management) and organizational citizenship behavior towards environment (OCBE).Design/methodology/approachUsing a paper-pencil survey, the authors collected data from 170 middle-tier officers working in cement industry of Pakistan. Structural equation modeling technique was applied for data analysis through Smart-PLS.FindingsResults indicated that GHRM practices significantly influence OCBE and green absorptive capacity partially mediates the relationship between GHRM practices and OCBE.Originality/valueThis study offers new theoretical and practical insights by empirically investigating the mediating role of green absorptive capacity between GHRM practices and OCBE through the lens of AMO theory. Furthermore, this study contributed in disclosing the predictors of OCBE through intervening mechanism in manufacturing sector of developing country for sustainable outcomes.

The effect of GHRM on the sustainable performance of private companies in Qatar

This study investigates the impact of green human resource management (GHRM) practices on sustainable performance (SP) in Qatari private companies. A questionnaire survey was conducted among 216 private companies, including top management, human resource managers, quality managers, and employees. Reliability and validity tests were performed on the survey forms, followed by a partial least squares structural equation modelling (PLS-SEM) technique to evaluate the hypothesis. The study found evidence that GHRM practices have a positive impact on SP outcomes in Qatar's private companies. This empirical link between GHRM practices and SP contributes to the literature on GHRM. The results further showed that GHRM practices can lead to green empowerment among employees, thereby improving long-term sustainability. The research demonstrates the importance of GHRM practices for private companies to achieve sustainable development goals. The paper highlights the need to incorporate GHRM practices in the private sector to encourage employees to take an active role in promoting environmental sustainability, leading to long-term business success. The study offers practical implications for private companies in Qatar, suggesting that GHRM practices should be implemented to improve SP.

How do GHRM practices influence firms’ economic performance? A meta-analytic investigation of the role of GSCM and environmental performance

This meta-analysis of 138 effect sizes from 75 studies examines the effect of green human resource management (GHRM) practices on organisations’ economic performance (ECP). The study also considers the mediating role of environmental performance (EP) and green supply chain management (GSCM) in the relationship between GHRM and ECP, including contextual and methodological moderators.The results demonstrate that GHRM is positively related to ECP both directly and indirectly through EP and GSCM. Some contextual (industry type, individualism, masculinity, and long-term orientation dimensions of national culture) and methodological factors (the number of GHRM dimensions) moderate the relationships surrounding GHRM.Our findings underline the relevance of the effective alignment between GHRM practices and the distinct role of different GHRM practices in promoting ECP. We also highlight that national culture issues could shape GHRM effectiveness and the importance of the effective implementation of GHRM practices for understanding the role of contextual and methodological moderators.

Unlocking the dual black box of GHRMP & EGOC for sustainable environmental performance in developing economies: can green workplace behavior and green passion transmit the real change?

In recent years, there has been a growing emphasis on environmental sustainability, resulting in the emergence of Green Human Resource Management (GHRM) practices. Studies have shown that the implementation of GHRM practices can enhance a company's Environmental Performance (EP) and promote the development of Enablers of Green Organizational Culture (EGOC), which can ultimately lead to sustained improvements in environmental performance over the long term. However, there is still a lack of research on Green Workplace Behavior (GWB) and Green Passion (GP). To address this gap, a study was conducted on a large-scale sample of 308 pharmaceutical workers. The study examined the dual mediation impact of major facilitators of Green Organization Culture and GWB on GHRM, and the regulation of GP. Smart Pls 3.0 was used for analyzing the measurement and structural model. The findings indicate that the dual mediation of EGOC and GWB, along with the regulation of GP, significantly enhances the EP levels of organizations. These findings have significant implications for pharmaceutical company managers who are interested in developing strategic HR strategies for sustainable development. The study's results provide guidance on how managers can motivate their employees to engage in green initiatives in their daily activities, and GHRM practices offer a practical way to enhance EP and sustainable development. However, the contribution of Human Resource Management to sustainable development remains limited in the literature. Therefore, it is important for businesses to recognize the significance of environmental sustainability and adopt GHRM practices to improve their EP levels. The environment and natural resources around the world have been severely impacted by the aggressive growth of human economic expansion, and there is an urgent need for social efforts to address this situation. The adoption of GHRM practices can help businesses to develop specialized skills and enhance their contribution to sustainable development. The literature suggests that GHRM practices are a viable and practical solution to enhance environmental performance and promote sustainable development.

Green Human Resource Management (GHRM) and Environmental Performance in Pakistani Hotel Industry: The Role of Green Perceived Organizational Support (POS), Pro-Environmental Behavior and Green Innovative Work Behavior (GIWB)

The aim of this research is to examine the effect of GHRM practices on hotel environmental performance in Pakistan. The study further analyze the effects of green POS, pro-environmental behavior, or green innovative work behavior (GIWB). The target area was belong of five-star hotel workers in Pakistan. PLS-SEM was used to analyse data gathered by a survey questionnaire from 225 workers. According to the findings green POS, which leads to pro-environmental behavior and GIWB, was establish to be a powerful predictor of GHRM practices (green recruitment or hiring, green training, green rewarding, or green performance assessment). The results also revealed that pro-environmental behavior or GIWB had a momentous effect on hotel environmental performance. Moreover, Green HRM practices are considered to indirectly contribute to environmental performance via green POS, pro-environmental behavior, and GIWB. This research is one of the unique efforts in the area of environmental management to incorporate GHRM practices with green POS, pro-environmental behaviors, and GIWB. It makes a clear contribution towards a new streamline of research to realize the critical function of GHRM exercise to modify the environmental performance in hotels. The research aggregation have suggested GHRM is an important indication for supporting green POS and encouraging pro-environmental behaviors, as well as GIWB. It can support hotel managers to promote the green POS among the employees by practicing the GHRM practices that enables pro-environmental behavior and GIWB to solve the hotel industry's increasing environmental problems. Recent research suggests that managers should maintain and follow GHRM efforts and policies to improve environmental performance.

Impact of green human resources management practices on sustainable development: Evidence from Ma'aden Company

Impact of green human resources management practices on sustainable development: Evidence from Ma'aden Company

Green HRM and Servant Leadership: Driving Competitive Advantage and Environmental Performance in Higher Education

The fast-changing landscape of organizations is driving a move toward environmental performance. Higher education now prioritizes sustainability. This study examines the moderating role of environmentally specific servant leadership (ESSL) from the resource-based view (RBV) and conservation of resources (COR) theories to understand how green human resource management (GHRM) practices affect environmental performance and competitive advantage in Saudi Arabian higher education institutions (HEIs). This study introduces an innovative variable’s structure that has never been implemented in Saudi Arabian higher education. A random sampling method was used to survey 408 faculty and non-faculty members from 58 Saudi higher education institutions. Two direct and one interaction PLS-SEM models tested the framework and associated hypotheses using AMOS and SPSS. Significant and positive relationships are demonstrated among GHRM, environmental performance, and competitive advantage. Furthermore, ESSL had a significant positive effect on the relationship between GHRM and environmental performance, whereas there was a significant negative relationship between GHRM and competitive advantage. Both theoretical and practical implications, as well as various suggestions for future research, are provided.

A Systematic Literature Review of GHRM: Organizational Sustainable Performance Reimagined Using a New Holistic Framework

Despite the plethora of explications of the direct and indirect impacts of green people management practices on different dimensions of individual and organizational performance and sustainability, a holistic model demonstrating the constituent aspects and impacts of such sustainability on organizational, individual, and team performance is missing. The objective of this study is to address this gap/void through a review of 127 papers on green human resource management (GHRM) following a systematic literature review approach. Based on the systematic review, this study used a thematic analysis, which identified twenty-four disparate people and organizational aspects and grouped the most used ones into five theoretical lenses, including AMO = ability–motivation–opportunity, RBV = resource-based view, SHT = stakeholder theory, SET =social exchange theory, and SIT = social identity theory. These five sets of results were used to develop the first-of-its-kind holistic framework showing how GHRM works in a cyclical process to fill the missing gap in how to sustainably improve individual, group, and organizational performance for multiple organizational stakeholders. Second, this article contributes theoretically to the social engagement and social identity theories, thereby extending Deci and Ryan’s organismic integration and self-determination theories to show how GHRM practices can be implemented for sustainable organizational performance. Third, this study also proposed a new and more sustainable bottom line for business organizations seeking to improve their performance, and this contribution is referred to as sustainable GHRM-organizational performance (SGHRM-OrgP). Finally, this study proposes a research agenda highlighting where more research areas are needed. Despite the potential that such a model offers for organizational sustainability, the authors recognize the next research step of applying its constituent parts in practically optimizing performance.