Green Jobs Research Articles

Just Transition and Social Acceptability: A Canadian Case

ABSTRACT This paper takes place at the intersection of climate policy, public opinion and the ‘just transition’ debate. Its central hypothesis is: the inclusion of fairness measures in the green economy transition – especially by targeting workers in the most affected sectors – will have a positive impact on the social acceptability of climate policy. This paper focuses on two key policies: carbon pricing and a fossil fuel phase-out. A set of survey questions compare social support for these two policies (i) without and (ii) with accompanying fairness provisions, such as green jobs creation and support for workers. This paper uses an exclusive survey (n = 1,500) conducted in Canada in 2022. From the data, we observed that fairness provisions increase the support both for a higher price on carbon and for a decrease in the production of oil and gas, which was especially salient for groups initially less concerned by climate change.

Shaping Learning Pathways in a Transitioning Sector: A Focus on Solar Jobs in South Africa

ABSTRACTThe solar energy sector plays a critical role in South Africa's energy transition, especially as it is one of the country's fastest‐growing renewable energy sectors. It is envisaged that this growing sector will create numerous jobs in the short‐, medium‐, and long‐term for intermediate‐level skills development and will serve as an important access point for youth into the green economy. Although there is a strong aspirational intent for youth employment in the solar sector, due to the sector's rapid fragmented emergence and newness, little is known about the transitioning experiences of entrants, the nature of the available pathways, and the connections between education and work. In this paper, we analyse the learning and work transitioning of individuals in the solar sector, the nature of the occupational labour market, and the emerging provisioning landscape. As a newly emerging, rapidly evolving field of practice, education and work systems must pay attention to experiences of transitions, so we build an understanding of the factors that enable and constrain access to learning opportunities and learning pathways in green sectors, and how these emerge and come to be constituted. We use learning pathway stories of solar employees to understand the dynamics of learning and work transitions, and desktop analysis of the educational and occupational systems that support the solar sector, to help us explore the complexities associated with learning pathway construction, articulation, and efficacy in systems of educational provisioning within a growing green sector. This helps us to raise systemic disjunctures and offers possibilities to enhance inclusive learning pathways for the solar sector. In a context where there is limited empirical evidence of youth experiences in the solar sector, this study hence contributes to highlighting some critical issues that need attention to enable the creation of seamless transitions into green jobs especially in emerging sectors. It illuminates the institutional procedures essential for ensuring efficient and operational systems of work and learning for the solar sector and the broader low‐carbon transition.

Analyze the relationship between green human resource management practices and environmental outcomes in the information technology sector

Purpose The purpose of this study is to examine the role of green human resource management (GHRM) on environmental performance and the mediating role of green organizational culture (GOC). Design/methodology/approach This qualitative study used the survey approach. A qualitative technique was chosen because it enables both objective examination of the relationship between factors and prediction. This study used convenience sampling and the structured model analysis approach to evaluate the data. IBM SPSS Statistics 26 and AMOS software were used to accomplish the hypothesis of the study. The measurement model was used to evaluate reliability and validity, and the structural model was used to examine the proposed relationship. Findings This research investigated the factor of GHRM on environmental performance (EP). Also, this study investigated how GOC mediates EP and practices of green HRM in the Information Technology (IT) sector. The resulting outcome shows that green job description (GJD) has a sustainable impact on EP; green selection and recruitment (GRS) has no sustainable influence on EP; green training and development (GTD) has a sustainable influence on EP; then green performance assessment (GPA) has a sustainable influence on EP; and finally, GPA has a sustainable impact on EP. Originality/value The findings of this study show that GJDs, green compensation management, GPA and GTD have a sustainable influence on EP. Furthermore, it was discovered that GOC has a mediating effect on GHRM and EP. This study concludes that green components including green tangible assets and management assistance are essential for achieving a high level of EP.

Skills or degree? The rise of skill-based hiring for AI and green jobs

Skills or degree? The rise of skill-based hiring for AI and green jobs

Impact of Green HR Practices on Organizational Performance: The Mediating Role of Organizational Citizenship Behaviour for Environment

Industrial activities produce environmental problems which directly affect the local communities together with the governing authorities and regulatory organizations. Business organizations need active engagement through their human resource practices to deal with current workplace concerns. Research explores how Green Human Resources Management (GHRM) practices drive organizational performance in Pakistani fertilizer companies by using Organizational Citizenship Behavior for Environment (OCBE) as a performance enhancer. This research seeks to determine the relationship between GHRM practices and their influence on OCBE which results in better organizational performance. The research investigates seven GHRM dimensions including green job analysis and design and green recruitment and selection as well as green training and development and performance management and green compensation management with focus on green health and safety and green labor relations and involvement. This research used an analytical survey questionnaire to obtain information from 245 company employees working at fertilizer businesses in Pakistan. The research used convenience sampling methods to determine the participant sample. Researchers used Statistical Package for Social Sciences (SPSS) and SmartPLS software to analyze SEM-PLS together with factor analysis and descriptive statistics and reliability testing and correlation analysis. Research shows green job analysis and design practices produce a moderately strong positive relationship with OCBE which establishes their fundamental nature in building employee environmental responsibility. The six dimensions comprising green recruitment and selection, green training and development, green performance management, green compensation management, green health and safety and green labor relations produced smaller yet meaningful positive relationships with OCBE. Organizations need to use GHRM practices strategically to drive employee environmental initiatives because this type of integration leads to improved organizational performance. The investigation ends by presenting useful recommendations for Pakistani fertilizer entities to utilize OCBE for attaining maximum advantages from green HR practices.

Growing behind and beyond bars: an examination of prison gardens and reentry green jobs programs

Growing behind and beyond bars: an examination of prison gardens and reentry green jobs programs

Green degrees, unequal futures? How sustainability in higher education curricula impacts graduate outcomes in Italian regions

ABSTRACT This research examines the evolving landscape of academic curricula, focusing from a territorial perspective on changing graduate labour market outcomes in the wake of the introduction of the so-called ‘green curricula’ in the Italian higher education (HE) system. As the promotion of ‘green skills’ and the creation of ‘green jobs’ gain momentum in the sustainability debates at both the European and international level, we analyse how the expansion of green curricula affects local labour market outcomes for graduates and contributes to inequality. To address existing research gaps, we utilise data from the AlmaLaurea Interuniversity Consortium, the Italian Ministry of University and Research, and the Italian Labour Force Survey. We conduct a panel fixed effects analysis to assess the impact of environmentally focused HE programmes on various local labour market outcomes among graduates, also controlling for potential spatial effects. Our findings highlight the role of sustainability-oriented degrees in shaping local labour market conditions and, consequently, in influencing inequality in outcomes (which we label ‘green bias’) among graduates. By contributing to the broader discourse on unequal graduate outcomes, our research offers insights into the implications of incorporating environmental sustainability into HE programmes. Focusing on the Italian context, we provide new evidence on the potential unintended social consequences of sustainability-oriented educational policies in the context of a just transition.

The Singapore Green Plan 2030: occupational health hazards in the Singapore green economy.

The Singapore Green Plan 2030 was released by the Singapore government to set targets for sustainability by 2030. The adoption of novel technologies, processes and substances creates new jobs, and such developments bring about new challenges and risks for both employers and workers. Beyond emerging hazards, traditional hazards still remain, but they may take on new forms through new work processes. This review aims to provide an overview of the potential occupational health issues we may encounter or anticipate in these key sectors: solar energy, waste management and recycling, green buildings, electric vehicles and battery recycling, and sustainable fuels. While existing Occupational Safety and Health regulations in Singapore serve as a foundation, there may be gaps in addressing the specific hazards and risks associated with green jobs. In this review, we propose and outline possible approaches to the protection of worker safety and health.

Deep reinforcement learning-based memetic algorithm for solving dynamic distributed green flexible job shop scheduling problem with finite transportation resources

Deep reinforcement learning-based memetic algorithm for solving dynamic distributed green flexible job shop scheduling problem with finite transportation resources

Voluntary Workplace Proenvironmental Behavior on Construction Project Sites: Antecedent Roles of Green Human Resource Management Practices, Environmental Awareness, and Job Control

Voluntary Workplace Proenvironmental Behavior on Construction Project Sites: Antecedent Roles of Green Human Resource Management Practices, Environmental Awareness, and Job Control

Innovative Human Resource Management Strategies for Circular Economy Transition: Comparative Insights from Portugal and Sweden

The transition to a Circular Economy (CE) is a fundamental response to contemporary environmental and economic challenges. Sustainable human resource management (SHRM) is pivotal in equipping the workforce with green skills, reskilling strategies, and fostering organisational sustainability. This study undertakes a comparative analysis of Portugal and Sweden to examine the influence of SHRM strategies on CE adoption. Utilising Eurostat data and employing statistical analyses, the study assesses workforce training, circular material use, and green employment growth in both countries. The findings reveal that Sweden exhibits considerably higher engagement in workforce training (32.26% vs. 10.87% in Portugal), more prevalent circular material use (7.73% vs. 2.31%), and more consistent green job growth (higher R2 in regression models). These findings underscore the pivotal role of well-designed public policies and SHRM strategies in fostering CE adoption, underscoring their alignment with the Sustainable Development Goals (SDGs), particularly SDGs 8 and 12. The insights derived from this study are of significance for policymakers and organisations seeking to enhance workforce sustainability and circular business models.

Making the Manaus Industrial Hub Greener: When Trade Protection Becomes Environmental Protection

Objective: The thesis explores the implementation of environmental labels as tools to promote environmental preservation and enhance the competitiveness of products from the Manaus Industrial Hub (PIM). The focus is on the potential of environmental labels to induce socio-environmental investments by companies benefiting from Law nº 8.387/1991, directing resources towards the protection of the Amazon rainforest. The study also addresses the challenges and opportunities for aligning the PIM with international sustainability standards. Theoretical Framework:The thesis uses a theoretical framework that discusses the intersections between trade and the environment, the evolution of global environmental policies, and the importance of environmental labels in the contemporary landscape. The relevance of the Paris Agreement and the Sustainable Development Goals (SDGs) is highlighted as important milestones for the development of environmental policies. Additionally, theories related to industrial competitiveness and socio-environmental practices support the analysis of the use of labels as mechanisms to encourage environmental responsibility. Methodology: The adopted methodology combines quantitative and qualitative approaches, using the bibliometric tool VOSviewer for data analysis. The research is also based on a systematic literature review and a critical analysis of the challenges and barriers in the implementation of the Amazon Label, according to Joint Ordinance nº 268/2020. The creation of the Socio-Environmental Performance Index (IDS) is a methodological innovation that guides companies to align their practices with socio-environmental and competitive goals. Results and Discussion: The results indicate that, although efforts are being made to implement the Amazon Label, there are still significant barriers to its widespread adoption. The study discusses the lack of effective projects focused on environmental protection by PIM companies, as well as the need for greater engagement and harmonization of socio-environmental indicators. The thesis emphasizes that the creation of an exclusive label for PIM could drive product differentiation in the market and attract new investments to the region. Research Implications: The research suggests the creation of a socio-environmental label for the Manaus Industrial Hub (PIM), encouraging sustainable business practices that preserve the Amazon rainforest and enhance the competitiveness of companies in the international market. It suggests that such a label could attract new investments, generate green jobs, strengthen sustainability-oriented public policies, and provide economic and operational advantages to PIM companies, while significantly contributing to environmental conservation. Originality/Value of the Research: The study is pioneering in proposing a specific socio-environmental certification model for products from the Manaus Industrial Hub, promoting both competitiveness and environmental preservation. Its originality lies in the creation of a methodology that integrates economic and environmental incentives, suggesting ways for PIM to become a global leader in tropical forest protection.

Green flexible job shop integrated scheduling optimization for machines and AGVs based on the INSGA-II algorithm

Green flexible job shop integrated scheduling optimization for machines and AGVs based on the INSGA-II algorithm

Two-stage memetic algorithm for green flexible job shop scheduling problem considering machine deterioration and maintenance

Two-stage memetic algorithm for green flexible job shop scheduling problem considering machine deterioration and maintenance

Uncovering the potential of biomass from agricultural waste as sustainable biofuel in aviation industry to promote net zero emissions: A critical review

It is hard to decarbonize a passenger jet. The aviation industry contributes to approximately 2.5% of global greenhouse gas emissions, underscoring the need for decarbonization to achieve net-zero emissions by 2050. Sustainable aviation fuels (SAFs) derived from conventional biomass, i.e., agricultural residues, forestry by-products, and organic waste, present a scalable solution. Conventional biomass has the potential to produce 60 to 80 billion liters of SAF annually, meeting up to 20% of current jet fuel demand. Lifecycle assessments indicate GHG emission reductions of 70 to 85% compared to fossil fuels. Advanced conversion technologies such as gasification and fermentation have achieved efficiencies exceeding 65%, demonstrating commercial viability. Case studies highlight significant CO2 reductions of 50 to 70% per flight using SAFs. Despite its promise, biomass-based SAFs are costlier, ranging from USD 1.10 to USD 2.40 per liter. However, policy instruments such as the U.S. SAF Grand Challenge and the EU’s RED II are accelerating adoption. Beyond environmental benefits, SAFs support socio-economic development, potentially creating 1.2 million green jobs globally while addressing waste management challenges. To realize this potential, challenges in technology, economics, and policy need to be addressed. Coordinated efforts in policy, research, and investment are essential to scale SAF deployment, enabling the aviation sector to significantly reduce lifecycle emissions and achieve its net-zero ambitions.

How Green HRM Practices Effect Organizational Citizenship Behaviour in the Indian Service Sector: The Mediating Role of Job Satisfaction

The purpose of this study is to investigate the effect of Green human resource management practices on organizational citizenship behaviour in the Indian service sector through the mediating role of job satisfaction. Among these, Green recruitment & selection and Green Employee Empowerment are identified as key strategic drivers. This study finds the relationship between Green recruitment & selection, Green employee empowerment, Job satisfaction, and Organizational citizenship behaviour. The data was collected through a questionnaire survey from 300 full-time employees of the Indian service sector. In our study, we used Partial Least Square-Structural equation modeling version software (4.0.1.9) to analyze the data. The finding of this study demonstrates that Green HRM practices (Green Recruitment & selections and Green employee empowerment) significantly enhance job satisfaction of employees and subsequently their job satisfaction positively effects organizational citizenship behaviour among them. This study provides various practical and theoretical implications for employees and Human resource managers who are working in the Indian service sector and how Green Human resource management practices effect employee behaviour in the service sector within an emerging market context.

Exploring the role of renewable energy in green job creation and sustainable economic development: An empirical approach

Exploring the role of renewable energy in green job creation and sustainable economic development: An empirical approach

FOSTERING ENERGY TRANSITION IN SMES OF SOUTHERN EUROPE THROUGH GREEN FINANCE

This study examines the relationship between the market size of sustainable finance and the energy expenditure of Small and Medium-sized Enterprises (SMEs) in Southern Europe from 2000 to 2019, using the CUP-FM method and panel cointegration estimation. It finds a significant negative correlation: a 1% increase in sustainable finance is associated with a 0.69% decrease in SMEs’ energy spending. Additionally, the study highlights a positive correlation between inflation rates and higher energy consumption by SMEs, suggesting that rising operational costs may lead to increased energy use. To support the energy transition of SMEs, practical policies are needed in Southern European economies, focusing on developing green finance markets, promoting sustainable digitalization, creating green jobs and encouraging environmentally friendly economic growth.

Do green workplaces grow green employees, and vice versa? Investigating reciprocal relations between green work characteristics and proactive employee green behaviour

ABSTRACT Considering the escalation of multiple environmental crises, there is an increased need to understand the role of employees as active agents in the pursuit of organizational environmental sustainability. In this study, we develop and test a dynamic model of reciprocal relations between green work characteristics and proactive employee green behaviour (EGB). Drawing from action regulation theory, we examine how green job demands, autonomy, as well as supervisor and co-worker support contribute to co-worker-directed and organization-directed EGB, and vice versa. We adopted a four-wave longitudinal research design and collected monthly data from N = 1,887 employees in Germany. Results of a random intercept cross-lagged panel model showed that green job autonomy was positively related to subsequent co-worker-directed EGB. Furthermore, co-worker-directed EGB was positively related to subsequent green co-worker support and organization-directed EGB was positively related to subsequent green job demands. We also found evidence for positive behavioural spillover, suggesting that co-worker-directed EGB might subsequently motivate employees to engage in organization-directed EGB. In addition to advancing the understanding of the top-down work design processes that organizations can use to promote proactive EGB, the findings of this study provide insights into how employees can contribute bottom-up to greening work environments.

Green Hydrogen as a Catalyst for Indonesia’s Energy Transition: Challenges, Opportunities, and Policy Frameworks

Global climate change necessitates deep decarbonization of all economic sectors due to significant greenhouse gas emissions. Indonesia has committed to reduce emissions by adding the share of renewable energy contribution to the nation’s energy mix. Green Hydrogen (GH2) emerged as a key element in the energy transition due to its environmentally friendly and diverse applications in energy and industry sectors. This study provides comprehensive analysis of the GH2 adoption in Indonesia. By leveraging the renewable energy potential, Indonesia is economically viable to produce GH2 in 2031, aligning with the National Hydrogen Strategy. The study highlights the potential benefits of GH2 including reduction of greenhouse gas emissions, supporting net zero targets, creating green jobs, and increasing renewable energy integration. Additionally, the analysis emphasizes the importance of government support in the development of regulatory framework, including establishing a clear national hydrogen strategy, implementing targeted fiscal policies, and developing GH2 production, safety, and certification standards. The proposed regulatory framework emphasizes the importance of carbon taxation, public awareness campaigns, and fostering a skilled workforce. By addressing existing regulatory gaps and enhancing stakeholder collaboration, Indonesia can effectively integrate GH2 into its energy mix, paving the way for a competitive green hydrogen economy.