Human Resource Management Performance Research Articles

Green Human Resource Management and Environmental Performance: A Bibliometric Study and Future Directions

The global need to solve escalating environmental challenges brings increased focus on organizations and their impact on environmental performance. The significance of green human resources management (GHRM) is increasingly recognized as aligning organizational objectives with environmental sustainability goals, fostering eco-friendly workplace practices and enhancing corporate social responsibility. GHRM and its contribution to environmental performance has received growing attention from scholars, however, a need to systematically review and synthesize the literature in this area remains. This research offers a comprehensive overview of green human resources management and environmental performance literature highlighting the major themes in the current developments along with the new trends and patterns for future research observed in this field. For conducting a systematic literature review and bibliometric analysis, a total of 227 documents were extracted from the Scopus database. Following the PRISMA 2020 Protocol, 144 published articles from 2014 to 2024 were included for final analysis. Performance analysis and science mapping (citation, co-citation, bibliographical coupling, and keyword co-occurrence analysis) were performed to examine how knowledge has been constructed, disseminated, and shaped over time. VOSviewer software was used to systematically investigate, map, and visualize the bibliometric results as the main trends. The study reveals the current status in GHRM and performance management publications and citations, identifying key contributors such as influential countries, journals, and authors and outlines keywords, and thematic areas. Lastly, this study identifies research gaps and emerging trends such as green transformational leadership, green innovation, green behaviour, environmental values, green intellectual capital, environmental economics in GHRM, offering valuable insights for scholars and practitioners seeking to advance understanding and implementation of green HR practices.

Sustainable human resource management and sustainable performance: mediating role of organization citizenship behavior

Purpose This study aims to investigate the influence of sustainable human resource management (SHRM) policies on sustainability performance of higher education institutions (HEIs). Furthermore, this study also examined the mediating role of organizational citizenship behavior toward sustainability (OCBS) between SHRM and HEIs’ sustainability performance. The ability motivation opportunity (AMO) and stakeholder theories are used to conceptualize the model. Design/methodology/approach Data were collected from 162 academic staff of 12 government and private universities in India by using snowball sampling method. The partial least square structured equation modeling technique was used to analyze the data. Findings The overall results suggest that SHRM, such as sustainability motivation, sustainability-building practices, green employee engagement initiatives and social considerations, significantly impact OCBS among academic staff and the sustainability performance of HEIs. These findings provide a better understanding of how to improve the sustainability performance of HEIs through SHRM and OCBS among academic staff. Originality/value This study significantly extends the growing literature on SHRM and sustainability performance by focusing on sustainable HR practices in the HEIs. To the best of the authors’ knowledge, this is one of the first studies to empirically investigate SHRM and sustainability performance in the context of education sector in India.

Socially responsible human resource management and employee innovation performance: the roles of person-organization fit, work engagement and individualism orientation

Socially responsible human resource management and employee innovation performance: the roles of person-organization fit, work engagement and individualism orientation

The Contribution of GHRM and Green Innovation to Environmental Performance at Pt. Indonesian Air & Marine Supply

This study aims to explore the relationship between Green Human Resource Management (GHRM), Green Innovation, and Environmental Performance at PT. Indonesian Air & Marine Supply. The study population consisted of 100 employees from the company’s shipping department. The purposive sampling method was used to select 80 respondents who had been employed for at least two years and were directly involved in the shipping field. The analysis results indicate that the implementation of GHRM and Green Innovation significantly influences Environmental Performance at PT. Indonesian Air & Marine Supply. Recommendations for company management include increasing investment in GHRM and Green Innovation, as well as enhancing the integration between these two factors to achieve better environmental sustainability goals.

The mediating effect of green culture on the relationship between GHRM and green sustainable performance in Jordanian SME logistics companies

The paper aims to explore the mediating effect of green culture (GC) on the relationship between Green Human Resource Management (GHRM) and Green Sustainable Performance (GSP) in small and medium logistics companies in Jordan. With increasing attention to environmental issues and sustainability becoming crucial for the future of the logistics sector, GHRM practices are gaining importance in enhancing sustainable performance. This study focuses on how promoting GC within organizations can strengthen the effectiveness of GHRM initiatives to achieve better sustainable outcomes. A quantitative research method was used to gather data from SME logistics companies in Jordan through structured questionnaires. Data analysis was conducted using SPSS-29 and Smart PLS4. The results show that GHRM practices have a significant positive impact on GSP in Jordanian SME logistics companies. Key components of GHRM, such as green recruitment and selection, green training and development, and green reward and compensation, were found to be strong predictors of GSP. Furthermore, GC was identified as a mediator between GHRM practices and GSP, showing that GHRM practices contribute to the development of a GC in these organizations. The findings also reveal that a strong GC fully mediates the relationship between GHRM practices and sustainable performance, emphasizing the importance of cultivating a robust GC to enhance the positive effects of GHRM on organizational sustainability. These results provide insights for addressing gaps in sustainable practices within the logistics sector and offer recommendations for managers looking to implement green initiatives in their companies.

Future of Work: How Digital Tools are Transforming Human Resource Management

This study examines the transformative role of digital tools in reshaping key functions of Human Resource Management (HRM), including recruitment, training, performance management, and employee engagement. Employing a mixed-method approach, it integrates quantitative survey data with qualitative insights from HR professionals to assess the impact of digital technologies on HR functions. The results indicate a 35% improvement in recruitment effi ciency, enhanced employee development, and significant advances in perfor- mance management through the adoption of digital tools. Moreover, digital engagement platforms have reduced employee turnover, particularly in remote work environments. Despite these benefits, challenges such as resistance to change and digital skill gaps persist, requiring attention for successful imple- mentation. The study contributes to academic literature by addressing these challenges and offering practical guidance for organizations. Future research should explore the long-term effects of digital transformation and the role of emerging technologies like blockchain in further revolutionizing HRM prac- tices.

REDEFINING THE INTERNAL MARKETING-HRM NEXUS: A COMPREHENSIVE FRAMEWORK FOR ORGANIZATIONAL ALIGNMENT IN THE DIGITAL AGE

Background: Internal marketing and Human Resource Management (HRM) are crucial for organizational success. Internal marketing involves strategically communicating organizational values and goals to employees, while HRM focuses on efficiently managing human resources to achieve organizational objectives. Numerous studies have shown that integrating internal marketing and HRM can enhance organizational performance by improving employee satisfaction, retention, and overall productivity. Method: This study employs a mixed-methods research strategy, combining quantitative surveys and qualitative interviews. Structural Equation Modeling (SEM) was used to test the hypotheses concerning the relationships between internal marketing, HRM, and organizational performance. Results: The SEM analysis revealed significant positive correlations between internal marketing, HRM, and organizational performance. Specifically, internal marketing positively impacts organizational performance (β = 0.35, p < 0.01), HRM positively impacts organizational performance (β = 0.40, p < 0.01), and organizational performance mediates the relationship between internal marketing and HRM (Sobel test: z = 2.50, p < 0.05). Conclusion: The findings underscore the importance of integrating internal marketing and HRM to enhance organizational performance. Effective internal marketing and HRM practices lead to increased employee satisfaction, engagement, and retention, ultimately boosting organizational success. Findings: The study confirms that a synergistic approach to internal marketing and HRM can lead to significant improvements in organizational performance. This integration fosters a cohesive work environment, enhances employee well-being, and ensures long-term competitive advantage.

Exploring ambidextrous human resource management and employee performance through the lens of managers’ ambidextrous orientation and individual ambidexterity

PurposeThe dynamic environment has necessitated searching for new ways for managing and grooming people for better performance. The purpose of this study is to explore ambidexterity in human resource management (HRM) for better management of paradoxical tensions and its effect on employee performance. Further, this research also addresses the black box in this relationship by evaluating the extraneous (managers’ ambidextrous orientation) and mediating (individual ambidexterity) variables in this relationship.Design/methodology/approachA quantitative research methodology has been used to explore the ambidexterity in HRM and its impact on employee performance. Around 470 banks have been contacted for data collection. The data have been thoroughly examined for reliability and validity. Further, it has also been checked for common method variance.FindingsThe findings revealed that individual ambidexterity mediates the relationship between ambidextrous HRM and employee performance. Further, managers’ ambidextrous orientation moderates the relationship between ambidextrous HRM and individual ambidexterity.Originality/valueThe present study makes an important contribution to the strategic HRM literature in general. The theoretical and practical implications have also been put forth for academic and practical fields. Lastly, the study contributes towards ambidexterity literature by examining it from an HRM perspective.

A human resource management performance evaluation method based on a numerical membrane computing model

A human resource management performance evaluation method based on a numerical membrane computing model

No IT Background? No Problem: Develop Your HRM Application Using Google Workspace

An organization can boost its human resource management performance by implementing digital technology. While such notion is widely acceptable, in practice, not all organizations can afford the technology. For small medium enterprises, digital technology for HRM can be costly. Neither having their own IT team nor outsourcing the project to a third party is within the budget for most SMEs. If there was any budget for digital technology, most SMEs would prefer the technology that can lower production costs and increase revenue. The author seeks a way to empower SMEs’ HR people, who usually have no IT background, with Application Development Capability, thus increasing their productivity. This situation raises 2 questions: 1) Is there any possibility of developing a digital application for employees without IT background? 2) If such a thing is possible, will the non-IT HR employees be able to learn the method and implement it in their daily activities? The literature discusses how to empower people without IT background with application development capability being still scarce. This study reveals that free Google Workspace applications can be used to create a tailor-made application. When people fill in the google form and click the Submit button, the data can be automatically processed to meet our purpose and in a couple of minutes, if not faster, the report is automatically sent to the designated email address. The second finding makes it clear that, following this method, the non-IT HR employees are able to develop HR applications on their own.

Let the Employees Strengthen for a Sustainable Future: A Systematic Literature Review of Sustainable HRM

This study aims to analyze the developments in construct of sustainable human resources management and to identify key elements, trends and research gaps for future. Therefore, a systematic literature review was carried out using Google Scholar database, covering the period from 2001 to 2024, which resulted in a corpus of 115 scientific articles.The date is simply tabulated The results showed four categories, which comprise 74% of the elementary units of the corpus analyzed. The first comprised studies on sustainable leadership, based on individual and group power and embedded in its principles, processes, practices and organizational values. The second demonstrated the relationship among human resources management, environmental sustainability and organizational performance. The third category considered the tensions and paradoxes between human resources management practices and sustainability: on the one hand, human resources management should focus on cost reduction and corporate profitability (in the short-term); on the other, their actions should provide long-term sustainability of organizational performance. The last category dealt with the link between human resources management and the social dimension of sustainability, especially with regard to organizational social responsibility and the company’s relationship with its stakeholders. In conclusion, this paper aims to contribute to the ongoing discussion on the topic of sustainable human resources management by analyzing the state of the art and future directions of human resources studies.

HR Risk Analysis and Employee Performance: Implications for HR Management

The COVID-19 pandemic has brought about changes in various sectors of life. One of them occurs in the system and work patterns. PT XYZ is one of the companies in Indonesia which has its role in improving the welfare of the lower-class community. During the COVID-19 pandemic, PT XYZ continued to carry out work from the office because transactions between employees and customers had to be carried out directly. This increases the occurrence of human resource risks for employees. This study aims to identify the perception of resource risk and analyze human resource management and employee performance, as well as the effect of risk and human resource management on employee performance. The data used in this study are primary and secondary, then analyzed quantitatively using descriptive analysis methods and SEM-PLS. PT XYZ is dominated by 55% are male, 46.4% are 31-35 years old, 83.6% have a bachelor's degree, 37.9% have a corporate title as cashier, 44.3% have worked 6-10 years, 60.7% have work experience, and 71.4% have experienced job rotation. Employees' perceptions of human resource risk, employee performance, and human resource management are mostly positive. The results of the SEM-PLS analysis show that the risk of human resources and human resource management has a positive and significant effect on employee performance. Meanwhile, human resource management as a moderating variable is not able to moderate or strengthen the influence of employee competence on employee performance.

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

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

The effect of total quality management practices on supply chain performance in the automobile industry

The Pakistan Industrial Technical Assistance Center (PITAC) and Pre-Start of Sales Quality Clinic (PSQC), which are all government-run organizations, failed to fulfill their responsibilities in modernizing the Pakistani automobile manufacturing industry. The automobile industry in Pakistan is one of the most significant industrial sectors, contributing approximately 3% of the country’s GDP and PKR 50 billion. Previously, scholars have discussed the use of TQM practices in different contexts, but this topic has been investigated less in the automobile industry. Furthermore, there are gaps in the literature regarding the relationships among top management commitment, customer focus, supplier quality management, human resource management and supply chain performance (SCP). The current study was designed to measure the impact of total quality management practices (TQMPs) on SCP of the automobile industry in Pakistan. Quantitative research was conducted, and a survey-based questionnaire was administered using a random sampling technique. Data from 155 senior managers representing the outlets of the automobile industry in Pakistan were analyzed using Smart PLS 4. Top management, customer focus, supplier quality, and human resource management are significant antecedents of SCP in Pakistan's automobile industry. This research addressed gaps in the supply chain literature and contributed significantly to the body of knowledge. We recommend that policymakers and practitioners implement practices to advance the SCP of the automobile industry in Pakistan. The study has novelty as unexplored area in literature was discussed by its findings. Policy and managerial implications of this research are significant to contribute to literature. The limitations of this research are discussed to provide significant insight for future directions.

Human Resource Management and Mosque Performance: A SMART-PLS

Along with the development of times and problems in an increasingly complex society, demanding the mosque must improve its performance and role concretely. Youth has a very important role in improving the performance of a mosque. The purpose of this study is to analyze the variable Strategic Human Resource Management (SHRM) and sharia financial literacy on mosque performance at the Al-Lathiif mosque in Bandung. This study used a sample of 82 respondents from the Hijrah youth community (Shift) drawn based on a purposive sampling technique. The analytical method in this study uses Structural Equation Modeling (SEM). The results showed that the value of R2 in the dependent construct in this study showed a value of 0.462 which means that the latent variable of mosque performance can be influenced by strategic human resource management simultaneously and sharia financial literacy by 46.2%, while the rest is influenced by other variables not examined in this research model. Meanwhile, SHRM with a value of 2.128 and a coefficient value of 0.012 has no significant effect because this research found that the Al lathiif mosque has not implemented SHRM formally and thoroughly. Likewise, Islamic financial literacy is influential but not significant to mosque performance.

Exploring the Innovation of Enterprise Human Resource Performance Management in the Era of Big Data

Exploring the Innovation of Enterprise Human Resource Performance Management in the Era of Big Data

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

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

The Influence of Person-Job Fit and Public Service Motivation on Organizational Commitment Among Employees of Religious Affairs Ministry Office Purwakarta Regency

This study investigates the influence of person-job fit (P-J fit) and public service motivation (PSM) on organizational commitment (OC) among employees in the Ministry of Religious Affairs Office of Purwakarta Regency, Indonesia. Data was collected through questionnaires distributed to employees in the office. Linear regression analysis was employed to analyze the data. The findings revealed that both P-J fit and PSM positively impact OC. These results are discussed in the context of human resource management and organizational performance improvement within the Ministry of Religious Affairs. The study contributes to the understanding of factors influencing organizational commitment in the public sector.

Pengaruh Green Human Resource Management terhadap Kinerja Lingkungan yang Dimediasi oleh Komitmen Organisasioanal (Studi Kasus pada PT Bank Boyolali)

This research aims to analyze the influence of green human resource management on environmental performance mediated by organizational commitment. This research is included in quantitative research. The population of this research is employees of PT Bank Boyolali. The sample collected in this research was 73 respondents. The data used is primary data where data is obtained from respondents' answers through the questionnaire that has been given. The results of this research indicate that Green Human Resource Management does not have a significant influence on Environmental Performance. Green Human Resource Management has a positive and significant influence on Organizational Commitment. Organizational Commitment has a positive and significant influence on Environmental Performance. Organizational Commitment can mediate the relationship between Green Human Resource Management and Environmental Performance.

Establishing the Nexus between Green Human Resource Management and Construction Project Environmental Performance

ABSTRACT Green resource management has been recognized as a strategy to enhance performance across industries. This study empirically examines the relationship between Green Human Resource Management (GHRM) and environmental performance in Ghana’s construction industry. Using a quantitative approach, data was collected via a comprehensive literature review and structured questionnaires. Of the 125 questionnaires distributed to construction professionals using purposive sampling, 97 were retrieved, yielding a 77.6% response rate. Data analysis was conducted using SEM-Partial Least Square (SEM-PLS).The analysis identified green induction as the most significant latent variable, followed by green recruitment and green human resource planning. Environmentally friendly construction methods were the most agreed-upon measure for environmental performance. The study found a statistically significant positive relationship between GHRM practices and project environmental performance. It suggests implementing GHRM practices, like green recruitment and induction, through policies to enhance organizational performance. This study contributes to the understanding of GHRM’s impact on the environmental performance of construction projects and provides a foundation for future research to improve human resource management.