Effects of green human resource management and managerial environmental concern on green innovation

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Wenhao Song ◽  
Hongyan Yu ◽  
Hui Xu
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Concern ◽  
Green Innovation ◽  
Capital Theory ◽  
Content Type ◽  
Green Human Resource Management ◽  
Environment Sustainability

PurposeGreen human resource management (GHRM) is critical to enhancing the ability of the companies' green innovation, but this link is rarely explored or empirically tested in the literature. Drawing upon human capital theory, the study examines a conceptual model that incorporates the effects of green human capital and management environment concern.Design/methodology/approachData were collected from 143 firms in China, and the regression analysis and bootstrapping test were used to assess the hypothesis.FindingsOur findings indicate that GHRM can positively influence green innovation, and green human capital mediated the link between GHRM and green innovation. In addition, management environment concern moderates the effect of GHRM on green human capital. The results further explore that the indirect effect of GHRM on green innovation through green human capital is significant for the firms with a high management environment concern, but not for this relationship with a low management environment concern.Originality/valueThe findings further extend the scope of GHRM research, and theoretical and practical implications of GHRM are presented to enhance environment sustainability.

Identifying the effect of green human resource management practices on lean-agile (LEAGILE) and prioritizing its practices

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Somaieh Alavi ◽  
Hamid Aghakhani
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Organizational Level ◽  
Equation Modeling ◽  
Successful Implementation ◽  
Content Type ◽  
The Individual ◽  
Green Human Resource Management

PurposeThe present study attempted to identify, measure and prioritize key green human resource management (GHRM) practices to achieve the lean-agile mindset in the steel industry.Design/methodology/approachFollowing an in-depth review of the literature, this study identifies GHRM practices. Then, the effect of green HRM practices on the lean-agile mindset was evaluated using structural equation modeling (SEM). In the next step, using the fuzzy analytic hierarchy process (FAHP), prioritization of practices that have significant effects on lean-agile mindset were discussed.FindingsThe present study introduced eight GHRM practices. The results of SEM showed a significant and positive effect of all GHRM practices on lean-agile mindset. Prioritization of GHRM practices by the FAHP was defined as green reward management, green education and development, green performance evaluation, green discipline management, green employment, green safety and health management, green selection and green career design.Research limitations/implicationsThe present study suffers from some limitations. First, the research was conducted at a temporal section. Second, this research has been conducted in a particular industry.Practical implicationsThe present study encourages human resource managers to increase their efforts to achieve green employees and put employee greenery in their strategic goals.Social implicationsSuccessful implementation of GHRM programs has positive consequences at the individual, organizational and community levels. Implementation of the identified actions increases employee vitality at the individual level. At the organizational level, the work environment of environmentally friendly organizations is also more attractive to job seekers. Finally, at the social and extra-organizational level, a green lifestyle is spread in the community, which will lead to a healthy and green environment.Originality/valueEmphasizing environmental principles on the one hand and creating the lean-agile mindset on the other are effective factors on maintaining the competitive advantage of industries. In this regard, the present study presented two innovations in HRM literature: (1) assessing the effect of GHRM practices on lean-agile mindset and (2) prioritizing GHRM practices based on the lean-agile mindset.

Green intellectual capital, green HRM and green social identity toward sustainable environment: a new integrated framework for Islamic banks

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Muhammad Ali ◽  
Chin-Hong Puah ◽  
Anum Ali ◽  
Syed Ali Raza ◽  
Norazirah Ayob
Keyword(s):  
Resource Management ◽  
Social Identity ◽  
Human Resource Management ◽  
Human Resource ◽  
Intellectual Capital ◽  
Environmental Performance ◽  
Employee Commitment ◽  
Content Type ◽  
Islamic Bank ◽  
Green Human Resource Management

PurposeThe role of green human resource management in Islamic banking remains relatively unexplored. This study focuses on how green human resource management plays a part using intellectual capital and how green human resource improves employee commitment, eco-friendly behavior and environmental performance in Islamic banks.Design/methodology/approachThis paper integrated two well-established theoretical frameworks, namely, intellectual capital-based view theory and social identity theory. A survey-based research instrument was employed to collect sample data of 231 respondents. To test hypotheses, we considered partial least square structural equation modeling (PLS-SEM)-based approach using SmartPLS.FindingsThe results indicate that green human capital, green structural capital and green relational capital significantly influenced green human resource management. Similarly, green human resource management showed a significant positive impact on employee commitment, eco-friendly behavior and environmental performance. Moreover, this study found significant positive results on the interrelationship between employee commitment, eco-friendly behavior and environmental performance. The outcomes recommend that Islamic bank HR managers and top management should strengthen green human resource management policies. Additionally, the Islamic bank HR department should consider bank intellectual capital and employee social identity while making environment-friendly policies.Originality/valueThis study provides novel contributions by offering some useful guidelines to Islamic bank managers and practitioners. In addition, our research aids general green human resource literature and adds value to promoting a sustainable organization.

Green human resource management

2019 ◽  
Vol 27 (7) ◽  
pp. 2005-2027 ◽  
Author(s):  
Jing Yi Yong ◽  
M.-Y. Yusliza ◽  
Olawole Olanre Fawehinmi
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Level ◽  
Future Research ◽  
Content Type ◽  
Individual Level ◽  
Online Databases ◽  
Green Human Resource Management

Purpose Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research. Design/methodology/approach The paper follows a systematic literature review approach. The selected journal articles are categorized on the basis of five focus areas in the Green HRM derived from the extant literature. Findings Research has grown significantly over the past 12 years that has focused on Green HRM. A total of 70 articles were reviewed and most of these articles employed quantitative method and were carried out in developing countries. Based on the five focus areas identified in this literature review, the performance outcome of Green HRM at both the organizational level and individual level received the greatest attention from the researchers. Research limitations/implications This paper is limited to a review of academic articles obtainable from online databases, containing the words “Green human resource management”, “Green HRM”, “Green human resource”, “Environmental HRM”, “Green training” and “Environmental training” in the title. Additionally, only papers from high quality, peer-reviewed journals were evaluated. Other academic sources such as books and conference papers were not included in this study. Originality/value The paper presents a structural overview of 70 peer-reviewed articles published in leading academic journals from 2007 until early 2019. This review provides an increased understanding of the existing state of current research, trends and future research directions in the Green HRM discipline.

Green human resource management

2017 ◽  
Vol 25 (5) ◽  
pp. 762-788 ◽  
Author(s):  
Pavitra Mishra
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Second Phase ◽  
Content Type ◽  
Human Resource Management Practices ◽  
The Status ◽  
Green Human Resource Management ◽  
Sustainable Organizations

Purpose The purpose of this study is to explore the status and challenges of green human resource management practices in India, an under-researched area. Further, it proposes a theoretical framework to fill the identified gaps and build a sustainable organization. Design/methodology/approach Multimethod approach was used. The research was conducted in two phases. Archival research was conducted in the first phase, and a case study technique was employed in the second phase. In the first phase, an extensive literature review was carried out to gather insights on prevalent green human resource activities and their link with sustainable organizational development. In the second phase, data were collected from the manufacturing organizations to analyze the status of the activities identified in the first phase. Findings This study highlights status of green human resource practices such as environmental training, green recruitment, performance appraisal, employee involvement and compensation. The findings suggest that there is further scope to utilize the full potential of GHRM practices for encouraging pro-environmental behavior in the organizations. Analyses of data also reveal that top-management support and mutual learning among departments are crucial to facilitate green behaviors among employees. Research limitations/implications This study provides a comprehensive literature review of green-human resource management practices. It suggests an interdisciplinary framework for building holistic sustainable organizations by integrating learnings from green human resource management, green supply-chain management, competitive advantage strategy and green corporate social responsibility. It highlights gaps in the system and provides insights to managers and policy makers on building holistic sustainable organizations. Originality/value This study fulfills the need to explore green human resource management in emerging economies like India. Studies like these are more important in developing countries, which have alarming environmental concerns and poorly implemented government regulations.

Green human resource management: a comprehensive review and future research agenda

2019 ◽  
Vol 41 (7) ◽  
pp. 845-878 ◽  
Author(s):  
Nhat Tan Pham ◽  
Hung Trong Hoang ◽  
Quyen Phu Thi Phan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Research Agenda ◽  
Future Research ◽  
Research Gaps ◽  
Content Type ◽  
Research Framework ◽  
Future Research Agenda ◽  
Green Human Resource Management

Purpose Green human resource management (GHRM), seen as a current research trend, plays an important role in organizations’ sustainable development strategies. However, there is still a research gap in the systematization and integration of the available GHRM-related knowledge to suggest detailed future directions. Thus, the purpose of this paper is to conduct a systematic literature review on GHRM aimed at proposing detailed research gaps and agendas for future study. Design/methodology/approach First, this work reviews 74 articles, including 61 research/empirical articles and 13 review articles, linked with the GHRM field from the Scopus and Web of Science databases. These publications are then coded and classified into ten categories before the main findings linked with GHRM knowledge are identified. Last, the study addresses existing research gaps and proposes detailed recommendations and a research framework for further studies. Findings Analysis of the relevant literature is presented in the following main sections: an overview that illustrates the existing findings related to GHRM coded and classified; a description that stresses research gaps and proposes in detail 16 recommendations; and a research framework that focuses on GHRM for a future research agenda. Originality/value This review is important for researchers orient the research in GHRM by identifying research gaps and providing detailed recommendations. It is the first work that proposes a full research framework for future studies, especially suggestions of development related to green behavior outside of organizations, the circular economy, and technology based perspectives/Industry 4.0.

Green human resource management, leader–member exchange, core self-evaluations and work engagement: the mediating role of human resource management performance attributions

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Gabriel C.W. Gim ◽  
Say Keat Ooi ◽  
Siau Teng Teoh ◽  
Hui Ling Lim ◽  
Jasmine A.L. Yeap
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Work Engagement ◽  
Attribution Theory ◽  
Conservation Of Resources ◽  
Content Type ◽  
Member Exchange ◽  
Performance Attributions ◽  
Green Human Resource Management

PurposeSustainable development concern, coupled with changes in the talent landscape, has led to a heightened focus on green human resource management (GHRM). Drawing on attribution theory and conservation of resources theory, this study examined GHRM, leader–member exchange (LMX) and core self-evaluations (CSE) in relation to work engagement together with human resource management (HRM) performance attributions as a mediator.Design/methodology/approachPartial least squares structural equation modelling (PLS-SEM) was used to analyse the data collected from 110 respondents working in ISO 14001 certified organisations in Malaysia.FindingsResults revealed that GHRM and LMX were positively related to HRM performance attributions that were intended to improve employee performance. However, CSE was not found to be related to HRM performance attributions. Consequently, HRM performance attributions were positively related to work engagement. Furthermore, GHRM and LMX had positive indirect effects on work engagement through HRM performance attributions as a mediator.Research limitations/implicationsSince the data collected were from Malaysia only, it limits the generalisability of the results to other regions.Practical implicationsThe findings suggest that organisations should adopt GHRM and train its leaders to forge stronger social bonds with their subordinates to elicit higher work engagement by positively influencing employee attributions on the motives of HRM practices.Originality/valueThis study contributes to the acknowledged gap on GHRM and HRM attributions by examining the non-green employee outcomes of GHRM and the antecedents of HRM performance attributions. This study also contributes by integrating attribution theory with conservation of resources theory to provide the mediation mechanism in linking GHRM and LMX towards higher work engagement through HRM performance attributions as a mediator; thus empirically illustrating the resource gain spirals.

Antecedents for greening the workforce: implications for green human resource management

2019 ◽  
Vol 41 (7) ◽  
pp. 1135-1153 ◽  
Author(s):  
Md. Abdul Moktadir ◽  
Ashish Dwivedi ◽  
Syed Mithun Ali ◽  
Sanjoy Kumar Paul ◽  
Golam Kabir ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Developing Economies ◽  
Structural Modeling ◽  
Interpretive Structural Modeling ◽  
Content Type ◽  
Tannery Industry ◽  
Green Human Resource Management ◽  
The Impact

Purpose Green human resource management (GHRM) is an arising issue for the tannery industry in the context of developing economies. As the tannery industry can be seen as one of the highest polluting industries on earth, it becomes imperative for the industry to implement GHRM practices for greening the workforce. In this context, the purpose of this paper is to focus on antecedents that will support the implementation of GHRM practices in the tannery industry supply chain. Design/methodology/approach In this study, an expanded literature review was organized to establish antecedents for implementing GHRM practices. The total interpretive structural modeling (TISM) technique is employed to explore interactions among the identified antecedents. Furthermore, Matriced Impact Croises Multiplication Applique analysis was conducted for determining the driving-dependence power of each antecedent. Findings The results revealed that “green selection facility,” “green recruiting facility,” “green organizational culture,” “green purchasing,” “green strategy towards ES,” “regulatory forces towards ES” and “top management commitment towards greening the workforce” are the key antecedents for the exercise of GHRM practices in the tannery industry. Practical implications The proposed model might support decision makers to understand the interactions among the antecedents of GHRM practices. This model will help managers to understand the impact of one antecedent on another prior to the implementation of GHRM practices in the tannery industry. Originality/value In this study, the author(s) propose a new version of the interpretive structural modeling approach (ISM), named the TISM technique, for determining the contextual interactions between GHRM initiative antecedents that are very new in the existing literature.

Internal environmental management and green human resource management: significant catalysts for improved corporate reputation and performance

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ebenezer Afum ◽  
Yaw Agyabeng-Mensah ◽  
Abigail Opoku Mensah ◽  
Enoch Mensah-Williams ◽  
Charles Baah ◽  
...  
Keyword(s):  
Environmental Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Corporate Reputation ◽  
Joint Implementation ◽  
Equation Modeling ◽  
Content Type ◽  
Green Human Resource Management

PurposeThis paper investigates the combined effect of internal environmental management (IEM) and green human resource management (GHRM) on corporate reputation (CR), environmental performance (EP) and financial performance (FP). The paper further explores the indirect effects of CR and EP between the direct paths.Design/methodology/approachData are garnered from 164 firms from three industries in Ghana. Partial least square structural equation modeling (PLS-SEM) is the methodological technique used to test the hypothesized relationships.FindingsThe result demonstrates that unlike IEM which has a significant effect on FP when implemented in isolation, GHRM does not have a significant effect on FP. However, the joint implementation of IEM and GHRM can provide better results in terms of improved CR, enhanced EP and significant FP improvement. CR and EP were further found to mediate the relationship between the direct paths.Practical implicationsThe results suggest that the joint implementation of IEM and GHRM is critical for firms that seek to enjoy superior reputation, enhance their environmental sustainability and achieve financial gains. Consequently, managers are strongly encouraged to create a sustainable and vibrant company via significant and rational investment in green initiatives like IEM and GHRM.Originality/valueThis study happens to be one of the first to develop a research model that investigates the joint effect of IEM and GHRM within the context of CR, environmental sustainability and FP.

Green human resource management and green organizational citizenship behavior: do green culture and green values matter?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Lai Wan Hooi ◽  
Min-Shi Liu ◽  
Joe J.J. Lin
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Mediating Effect ◽  
Citizenship Behavior ◽  
Content Type ◽  
Valid Data ◽  
Green Human Resource Management

PurposeDrawing on the Ability–Motivation–Opportunity (AMO) theory, this study aims to test the effect of green human resource management (G-HRM) on green organizational citizenship behavior (G-OCB) taking into consideration green culture as the mediator and green values as the moderator.Design/methodology/approachValid data from 240 entities collected in Taiwan were analyzed to test the five hypotheses. The valid data were analyzed using confirmatory factor model, correlation analysis, structural equation modeling and bootstrapping analysis.FindingsThe results for all relationships show significant associations. G-HRM is significantly associated with G-OCB and green culture, while green culture is significantly related to G-OCB. The mediating effect of green culture on the G-HRM-G-OCB relationship is significant. The moderating effect of green values on the green culture–G-OCB relationship is significant.Originality/valueThe originality of this study lies in being one of the first study in an advanced emerging economy utilizing the AMO theory.

Enhancing business performance through green human resource management practices: an empirical evidence from Malaysian manufacturing industry

2020 ◽  
Vol 69 (8) ◽  
pp. 1585-1607
Author(s):  
Arsalan Mujahid Ghouri ◽  
Venkatesh Mani ◽  
Mustafa R. Khan ◽  
Naveed R. Khan ◽  
Anugamini Priya Srivastava
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Significant Relationship ◽  
Business Performance ◽  
Manufacturing Industry ◽  
Small Sample ◽  
Content Type ◽  
Green Human Resource Management ◽  
Relationship Of

PurposeThe purpose of this study is to assess the key determinants of green human resource management (GHRM) and investigate its impact on environmental performance (EP) and business performance (BP).Design/methodology/approachThe research employed SmartPLS 3 and follows a cross-sectional research design. Data from 179 employees were collected using a convenience sampling technique from the firms that adopted GHRM practices.FindingsThe research found a significant relationship of GHRM with EP and also reported the significant relationship between EP and BP. Moreover, EP significantly mediates the relationship of GHRM with BP.Research limitations/implicationsA relatively small sample size of employees was used that may suggest the need for a diverse and more representative sample. The paper is based on data collected from the Malaysian manufacturing industry – other economic sectors and Asian countries may offer different results.Practical implicationsThe paper identifies the need for incorporating GHRM practices and culture at the workplace to encourage positive green behavior in employees which will increase the EP and BP of the firm.Originality/valueThis paper reported the initial empirical findings after the March 7th incident on EP of businesses in Malaysia, where businesses have initiated the adoption of GHRM practices.

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