Green Human Resource Management Practices Research Articles

Green Human Resource Management Practices: A Study on The Banking Sector of Pakistan

This study focuses on the importance of Green Human Resource Management (GHRM) practices in managing environmental concerns. We collected data from 204 respondents across seven sample banks using a semi-structured questionnaire and analyzed it using the SPSS software. Our findings suggest that although all selected banks are aware of ecological issues and try to implement green practices in their regular activities, few have a formal green policy. We also identified challenges organizations face in implementing GHRM practices, including outdated technology, high initial investment, ineffective policies, lack of community and government support, and a general lack of environmental consciousness. Our study highlights the vital role of the human resource department in creating a green workplace that influences green recruitment and selection, green training and development, green reward and compensation, green performance management, green employee involvement, and environmental sustainability.

Green HRM practices for encouraging pro-environmental behavior among employees: the mediating influence of job satisfaction.

This study aims to investigate the relationship between green human resource management (HRM) practices and pro-environmental behavior among employees with mediating role of job satisfaction in this relationship. A questionnaire was used to collect data from the employees working in the pharmaceutical industry of Pakistan. Structural equation modeling (SEM) was employed to examine study hypotheses. The study's findings indicate that green HRM practices favorably effect employees' job satisfaction, with the exception of green recruiting and selection, which leads to a greater degree of pro-environmental activity among employees. Additionally, it was discovered that job satisfaction, with the exception of green recruitment and selection, partially mediates the association between green HRM practices and pro-environmental behavior. The study also advances the field of analyzing firms' green activities from a psychological and sociological perspective, testing employee job satisfaction as a psychological condition that supports the link between green HRM and pro-environmental behavior. The study highlights the importance of green HRM practices in promoting pro-environmental behavior among employees. By aligning HRM procedures with environmental objectives, implementing environmental training, and involving employees in sustainability initiatives, organizations can build a culture of environmental responsibility and encourage sustainable behavior.

Enhancing industrial environmental performance: interplay among environmental sustainability, green HRM, and green competitive advantage.

This study highlights the importance of green human resource management (HRM) practices, which investigates the connection between environmental sustainability and green competitive advantage. Using the CGM model and the generalized method of moments (GMM), this research investigates how green HRM may foster environmental sustainability by creating a competitive advantage for businesses. Research shows that green HRM may achieve green competitive advantage practices, crucial for environmental sustainability. By "green HRM practices," we mean incorporating environmental concerns into traditional HRM processes, including hiring, training, evaluating, and compensating employees. However, the importance of green HRM practices cannot be overstated due to their efficiency in creating a competitive advantage and advancing environmental sustainability. Specifically, the research shows that businesses that have adopted "green HRM practices" outperform their competitors in terms of environmental sustainability. The last section emphasizes the importance of green HRM as a key facilitator of environmental sustainability. Implications for businesses that want to improve their environmental performance are also provided.

The Impact of Green Human Resource Management on Green Recovery Performance: A Moderated Mediation Model

The main idea of this paper is to highlight the importance of environmental sustainability along with importance of implementation of green human resource management practices within an organization. Mediating role of pro environmental behaviors between the relationship of green human resource management and green recovery performance is the focus of study. It also looks at the moderating effect of ethical leadership style to achieve enhanced green recovery performance. The approach used for this study is quantitative and deductive. The researcher collected data through an electronic questionnaire and personally administration from 10 industries selected as per convince from PBD. Hayes process was used to analyze the mediating effect. Two hundred and fifty responses used as a sample for this study. The results confirm the findings of previous\researches conducted in other cultures. It also confirms that pro environmental behavior mediates the relationship of green human resource management and green recovery performance, and the Ethical leadership style (ELP) not moderate the relationship between GHRM and GRP and between GHRM and PEB respectively. This research provides guidelines for the researchers, policy makers, and managers.

Green Human Resource Management in Supporting Environmentally Friendly Behavior

This article aims to describe Green human resource management (GHRM) as an effort to support environmentally friendly behaviour. GHRM must be explained conceptually so that green human resource management practices can be well understood. This article was prepared using the library study method. Performance management in the management environment provides a challenge in measuring environmental performance standards in various corporate units and obtaining useful data for managers about environmental performance. Green performance appraisal includes themes such as environmental responsibility, environmental incidents and knowledge of environmental policies and issues, as the issues involved in environmental performance appraisal relate to the requirement for managers to be held accountable for environmental performance. Green performance appraisal is a process in which employees are stimulated to enhance professional skills in environmental issues, which helps to achieve environmental performance goals and objectives in a better way. The green reward system plays an important role in motivating people and helping to identify their significant performance towards environmental stewardship.

The Role of Green Human Resource Management Practices in Achieving Sustainable Development in the Hospital from Nurses' Perspective

The Role of Green Human Resource Management Practices in Achieving Sustainable Development in the Hospital from Nurses' Perspective

Top Management Support, Green Intellectual Capital and Green HRM: A Proposed Framework for Sustainability

Sustainability has become a crucial aspect of organisational strategy, with many organisations implementing sustainable actions to mitigate environmental effects and reinforce social responsibility. However, sustainability adoption in organisations may be challenging due to some factors including the lack of resources, conflicting priorities, and resistance to change. Considering that sustainability is a long-term agenda that requires continuous commitment and investment in human resources, companies should understand the drivers of their sustainability adoption to develop strategies that foster company longevity. This study discussed the resource-based view (RBV) theory that emphasises the strategic resources that could be utilised by an organisation to gain sustainable competitive advantage. A framework was proposed to demonstrate the ability of leveraging organisational key resources such as top management support (TMS), green intellectual capital (IC), and Green Human Resource Management (HRM) in promoting the adoption of sustainable practices in organisations. This research has contributed to the sustainability literature by establishing a unified framework that could be applied to assess the impacts of TMS, GIC, and Green HRM on sustainability and determine the ability of Green HRM to strengthen the relationships between TMS, GIC, and sustainability through mediation. The study results would assist the top management and policymakers in understanding the importance of their support towards sustainable development. The results would also enhance the understanding of the importance of continuous investment in green knowledge creation among employees to reap the benefits from GIC and Green HRM practices. Finally, researchers could adopt the proposed framework in future studies for further empirical explorations of the drivers of sustainability.

Level of Adaptation of Green Human Resource Management Practices of the Tourism Industry Companies Listed on the Colombo Stock Exchange

Green Human Resource Management is considered to have significant implications for organizational sustainability. Better application of these practices is regarded as important in improving the rate of employee retention, public image; improvement in attracting better employees, productivity, the sustainable use of resources; reduction of practices that cause the degradation of the environment; reduced utility costs; and increased business opportunities. The identified research gap of this study was, in the Sri Lankan context, there are limited researches have been conducted regarding Green Human Resource Management Practices in the tourism industry, and the study purpose was to measure the level of adaptation of Green Human Resource Management practices of the Tourism Industry companies Listed on the Colombo Stock Exchange. Practices of Green Recruitment, Green Selection, Green Training & Development, Green Health & Safety, Green Compensation Management, Green Performance Management, and Green Employee involvement were examined to measure the objective of the study. All the publicly listed firms of the tourism industry in the Colombo Stock Exchange have been selected as the study population, and 22 companies were selected as a representative sample of the industry based on market capitalization. The collected data were analyzed using descriptive statistics of mean score values and standard deviations of the variables, and research data found that mean score values recorded the values greater than the average mean scores of each dimension of the independent variable.

How can Employers be Encouraged to Practise Green Behaviour by Green Human Resource Management Techniques? Bangladeshi Student perceptions of Themselves as Potential Employees

Purpose: This study aimed to investigate the relationship between Green Human Resource Management (GHRM) practices and employee green behavior(EGB). Specifically, it examined the influence of GHRM practices on both task-related and voluntary green behaviors of prospective employees, while also exploring the mediating role of psychological green climate perception.

When and How Green Human Resource Management Practices Turn to Employees’ Pro-Environmental Behavior of Hotel Employees in Nigeria: The Role of Employee Green Commitment and Green Self-Efficacy

ABSTRACT Organizations globally are battling the consequences of global warming. This paper used a subordinate-supervisor dyad (N = 305 (subordinates) and 135 (supervisors). Specifically, this paper explores the impact of green HRM on employees’ pro-environmental behavior (EPEB) in mediating the role of employee green commitment and moderating the role of Green self-efficacy. Data were collected from hotels in Nigeria. The structural equation modeling technique of SMART PLS 3.3.3 was used to test the hypotheses. Numerous theoretical and practical implications are discussed.

How Does Green Human Resource Management Improve Sustainable Organizational Performance in Public Services?

Research Aims: The issues, such as global warming, increasing levels of pollution, increasing carbon, and climate change, make it mandatory for all organizations to strive to preserve the environment and work for the welfare of society. The aim to be achieved in this study was to explore the practice of green human resource management (GHRM) and its contribution to increasing sustainable organizational performance (SOP) through green service innovation (GSI) in the local government organizations of Semarang City, Indonesia.Design/Methodology/Approach: This research used a quantitative method. The data in this study were collected using closed online questionnaires for the leaders of the civil servants in each regional government organization in Semarang City. The data analysis employed the Structural Equation Model-Partial Least Square (SEM-PLS) utilizing the software of Smart PLS 3.Research Findings: The results of the data analysis demonstrated that all proposed hypotheses were accepted. It has been proven that GHRM and GSI could, directly and indirectly, improve SOP in Semarang City Government through the primary indicator of the vision of developing environmental management and services for the community and environmentally friendly digital service innovations.Theoretical Contribution/Originality: GSI could mediate the relationship between GHRM and SOP. In addition, this study revealed that the digital elements of public services in GSI enormously increased SOP.Practitioners/Policy Implications: The results have been good news for leaders in public service organizations with different policies on becoming sustainable organizations and preserving environmentally friendly practices in serving the community.Research Limitations/Implications: The authors recognize that the current study has limitations. This research only focused on organizational performance. Since the authors see that GHRM and GSI practices play a decisive role for employees, this study recommends further research to investigate the role of GHRM and GSI on employee performance.

IMPACT OF GREEN HRM PRACTICES ON GREEN VOLUNTEER BEHAVIOR: MEDIATION OF PSYCHOLOGICAL OWNERSHIP

As the world embraces sustainability and environmental thinking, organizations are increasingly recognizing the importance of integrating green practices into their human resource management (HRM) processes. This study examines the complex dynamics between green HRM practices, green volunteer behavior (GVB), and the mediating role of intellectual ownership (PO) in the banking sector. The findings indicate that organizations in this category have adopted moderate levels of green HRM practices. Importantly, research reveals that GHRM practices positively influence employee psychological ownership, which in turn encourages green volunteer practices. The mediation analysis shows the significant effect of psychological ownership on the relationship between Green HRM and volunteer green practices. This suggests that fostering a sense of intellectual ownership among employees is important for meaningful communication in sustainability initiatives. These results highlight the importance of implementing green HRM practices as well as enhancing employees’ psychological connections with these practices to enhance their engagement in sustainability initiatives in the 1990s. Organizations seeking to improve their sustainability efforts can leverage their employees’ commitment and passion for environmental goals through the intermediary role of mind ownership relies on considering human resources in green.

The role of employee environmental commitment in the green HRM practices, turnover intentions and environmental sustainability nexus

PurposeThe study sought to examine the mediating effect of employee environmental commitment (EEC) in the relationships between green human resource management practices (Green HRMPs) and environmental sustainability (ES) and employee turnover intentions (ETI).Design/methodology/approachUsing a cross-sectional survey approach, data was sourced from 296 respondents from five manufacturing firms listed on the Ghana Stock Exchange. Data was analysed using descriptive and inferential statistics with the help of Statistical Package for Social Sciences (SPSS) and SmartPLS.FindingsResults showed that EEC had a partial mediation effect on the relationship between Green HRMPs and ES at the organisational level but fully mediated the relationship between Green HRMPs and ETI at the individual level.Practical implicationsIt is evident from the findings that Green HRMPs improve ES and employee stability. Therefore, practitioners and educational institutions should consider integrating environmental concerns into their functional processes and operations. In addition, governments as policymakers should formulate and strengthen the enforcement of already-existing environmental management and sustainability policies that promote the integration of green practices and initiatives in both private and public entities.Originality/valueLittle is known about Green HRM and its effect on organisational and individual-level outcomes, especially in Sub-Saharan Africa. This study presents empirical evidence from an emerging economy.

Green Training and Development Revolutionizing Organizational Performance: The Moderating Role of Green Employee Involvement in the Bangladeshi Pharmaceutical Industry

Green Human Resource Management (GHRM) has been found to positively affect job satisfaction (JS) and job performance as employees are more engaged and motivated to improve organizational performance (OP). However, few studies have investigated this phenomenon, and none have examined green employee involvement (GEI) within the Bangladeshi context. Therefore, this study examines the moderating role of GEI and the mediating role of JS and employee motivation (EM) on green training and development (GTD), organizational commitment (OC), and OP among pharmaceutical companies in Bangladesh and contributes to the theories of action and job performance and of ability-motivation-opportunity. Self-administered surveys were sent to executives working in 10 pharmaceutical companies in Bangladesh, and data were collected from 180 respondents using convenience sampling. These findings show that the GTD positively influenced OC and OP. Additionally, GEI played a significant moderating role between GTD and OC and GTD and OP. The study also revealed that JS played a significant mediating role between GTD and OC and, GTD, and OP. However, EM did not play a mediating role between GTD and OC and GTD and OP. Based on the research findings, pharmaceutical companies in Bangladesh should embrace GHRM practices, prioritize GTD, foster EI, and nurture JS, which are crucial for enhancing OC and OP. These recommendations contribute to a better understanding of sustainable HR practices and underscore the importance of aligning environmental goals with organizational success. The limitations of this study include limited generalizability, convenience sampling, cross-sectional design, self-report bias, limited mediation analysis, and omitted variables. To address these limitations, future research should employ a more diverse and representative sample, use longitudinal designs to establish causal relationships, incorporate qualitative methods to gather in-depth insights, and include a broader range of variables.

Modeling the workplace pro-environmental behavior through green human resource management and organizational culture: Evidence from an emerging economy

This quantitative study investigates the relationships of green human resource management (GHRM) practices (e.g., green training and involvement, green recruitment, green performance management and compensation, and green transformational leadership) on green organizational culture and pro-environmental behavior, and the moderating role of green social capital and green values. This study adopts a cross-sectional design and collects quantitative data from 232 respondents working in top-to middle-level managerial positions in medium and large enterprises using a questionnaire survey after obtaining a list of companies from the Securities and Exchange Commission of Lahore, Rawalpindi, and Multan in Pakistan, applying the snowball sampling technique. A combined approach including partial least squares structural equation modeling and necessary condition analysis is employed to unravel the underlying mechanism between GHRM practices, green organizational culture, and pro-environmental behavior using Smart PLS version 4. The findings reveal that green transformational leadership (β = 0.267, p < 0.01), green performance management and compensation (β = 0.412, p < 0.01), green training and involvement (β = 0.226, p < 0.01) have a significant positive connection with green organizational culture. Moreover, green social capital (β = 0.206, p < 0.01), green values (β = 0.460, p < 0.01), and green organizational culture (β = 0.143, p < 0.05) have a significant influence on workplace pro-environmental behavior. The study did not discover any moderating influence of green values and GS on the relationship between green organizational culture and pro-environmental behavior. Nevertheless, it did identify a mediating effect of green organizational culture in the connections between green recruitment, green training & involvement, green performance management & compensation, green transformational leadership, and pro-environmental behavior. The original contribution of this study includes offering in-depth insights into the relationship between GHRM practices and pro-environmental behavior through an integrated framework combining the GHRM framework, ability motivation opportunity (AMO) theory, and norm activation model to the extant literature. With its empirical investigation, this constitutes a pioneering study in the field of GHRM that offers numerous practical implications with the robust result obtained using sufficiency logic tests applying necessary condition analysis. Organizations should recruit employees with green values and give them training, and performance and compensation benefits to ensure green transformational leadership and enhance pro-environmental behavior in the organization.

Assessing the impact of green human resource management practices on environmental performance in China: role of higher education.

The goal is for governments and executives to make environmental protection and the preservation of natural resources a priority. The current research examines how green human resource management practices have altered environmental performance in China's manufacturing sector. The survey used a trustworthy and valid questionnaire adapted from the literature to obtain the data. Random sampling method has been applied to collect data from manufacturers in China's Guangdong Province. Workers in China's industrial sector are the focus of this study, and each individual is treated as a separate unit of analysis. Three hundred of the 500 questionnaires were returned with sufficient data for statistical analysis. The predicted serial mediation model was analyzed using structural equation modeling (SEM) and the PROCESS model 4. The findings revealed that green HRM practices have a major impact on environmental performance and pro-environmental actions partially mediate the relationship between GHRM and environmental performance. In addition, higher education helped moderate the effect of green HRM on environmental outcomes. In terms of environmental performance, green recruitment, green selection, and green performance, green rewards via higher education has the greatest impact (p 0.01 significance level). Through an extension of the ability-motivation-opportunity theory, this study offers useful tips for policymakers, new and current organizations, and, in particular, manufacturing enterprises, on how to implement an incentive plan to promote environmentally friendly activities and product development, which in turn will increase customer loyalty.

Fostering three types of green behavior through green HRM in the energy sector: the conditional role of environmental managerial support

PurposeDrawing on the social exchange theory (SET) and the self-determination theory (SDT), the present study aims to examine the impact of green human resource management (GHRM) on three types of employee green behavior (EGB) – green in-role, innovative and extra-role – in the presence of environmental managerial support (EMS) as a conditional factor.Design/methodology/approachThe research model was verified based on data from 419 respondents employed in companies operating in the energy sector in Poland (Europe’s “coal heartland”). PLS-SEM was used in the statistical analyses.FindingsThis study shows that GHRM positively impacts three types of EGB. EMS positively moderates the relationships of GHRM with both green extra-role behaviors and innovative work behaviors; however, EMS does not play a moderating role in the relationship between GHRM and green in-role behaviors.Originality/valueThis study, being one of a kind, enriches the literature by exploring the conditional role of EMS on the integrated relationship of GHRM practices with in-role, extra-role and innovative behaviors and offers evidence from the rarely examined energy sector, which plays a vital role in the transformation of nations toward sustainable development.

The Impact of Green Human Resource Management on Employee Empowerment and Pro-Environmental Behaviour in Pakistan’s Manufacturing Industry

This study examines the correlation between green human resource management (GHRM), environmental performance (EP), and pro-environmental behaviours (PEBs) among Pakistan’s large-scale manufacturing industry employees. GHRM is a management approach to improve EP and encourage PEBs. The study assesses the influence of GHRM on EP and employee behaviours and the moderating effect of employee empowerment. Partial least squares (PLS) analysis evaluates the measurement model. The study finds a significant and positive association between GHRM and PEBs. However, there is no direct impact of GHRM on EP. Instead, the study reveals an indirect positive impact of GHRM on EP through PEBs. Employee empowerment moderates the direct impact of GHRM on EP. The findings highlight the importance of PEBs and employee empowerment in the relationship between GHRM and EP in Pakistan’s manufacturing industry. The study suggests that manufacturing firms should adopt GHRM practices, incentivise and recognise PEBs, and empower employees to drive environmental initiatives. It has theoretical and practical implications for researchers and practitioners in the manufacturing industry.

The impact of green human resource management practices on achieving competitive advantage an applied study on Ooredoo in the Gaza Strip

The study aimed to identify the impact of green human resource management practices in achieving the competitive advantage in Ooredoo in the Gaza Strip. The researcher employed the descriptive approach in his analytical style. 439) The sample of the study was (142) male and female employees, who were selected in a stratified random manner, and the statistical methods were used, Pearson correlation coefficient, Cronbah's alpha coefficient and one-way analysis of variance. The point of view of its employees, which came with a relative weight of (75.20%), which is to a large extent. Level (0.05 ≥ a) between the practice of green human resources management on the competitive advantage of Ooredoo Company in the Gaza Strip from the point of view of its employees. Competitions among employees to encourage them to create a green, advanced and environmentally friendly work.

Green human resource management and environmental performance: mediating role of green innovation – a study from an emerging country

PurposeThis study sought to determine the role of green human resource management (GHRM) in fostering employees' environmental performance (ENVP). This study aims to advance knowledge related to the role of firms’ GHRM activities in cultivating eco-responsible behaviors among employees, considering green innovation (GI) as a mediator.Design/methodology/approachFor this study, data of 579 respondents were collected from employees working in the manufacturing industry in India. In all, 579 employees from the manufacturing sector in India participated in the study. The proposed model was tested using SMART PLS 3.3.FindingsThe findings of this study stated that GHRM was found significantly to predict ENVP in the Indian manufacturing industry, and GI exhibited partial mediation. This study emphasizes that GHRM activities carried out by firms encourage employees to engage in innovation to develop green products and find novel green operation processes to improve firms’ ENVP.Research limitations/implicationsAs this study is limited to manufacturing organizations in India, the results of this study cannot be generalized; future studies may examine the proposed model in different contexts to generalize findings.Originality/valueThis study encourages policymakers to devise laws to enable organizations to implement GHRM practices. This study contributes to the existing literature on the environmental aspects of corporate social responsibility and environmental management. This study is one of the few attempts that seek to assess the relationship between GHRM, ENVP and GI in the Indian manufacturing industry. The contribution of this paper is significant to limit GHRM literature, as it empirically investigates the association between GHRM and ENVP.