Effects of green human resource management: testing a moderated mediation model

2019 ◽  
Vol 70 (1) ◽  
pp. 201-216 ◽  
Author(s):  
Richa Chaudhary
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Moderated Mediation ◽  
Mediation Model ◽  
Organizational Attractiveness ◽  
Environmental Orientation ◽  
Content Type ◽  
Moderated Mediation Model ◽  
Green Human Resource Management

PurposeThe purpose of this paper is to examine organizational attractiveness as a mechanism through which adoption of green human resource management (GHRM) practices affects potential employees’ intent to pursue career in an organization. Specifically, an integrative moderated mediation model with employees’ personal environmental orientation as moderator of the above-stated relationship was proposed.Design/methodology/approachThe sample comprised 172 final-year engineering students registered in a four-year undergraduate program in one of the top higher education institutes in India. SPSS 24 was used to test the moderated mediation model with the help of hierarchical regression procedures.FindingsResults provided support for the moderated mediation model in which the indirect effect of GHRM on job pursuit intention through organizational attractiveness was moderated by environmental orientation of prospective applicants.Practical implicationsResults highlight the potential of GHRM in turning the organizations into talent magnets. This knowledge will motivate practitioners to effectively integrate GHRM with human resource policies, practices and employee initiatives for attracting quality applicants.Originality/valueThis research by presenting the positive outcomes of GHRM for the organizations contributes to scant academic literature on sustainable human resource management which is deficient with regard to knowledge around its consequences.

Can green human resource management attract young talent? An empirical analysis

2018 ◽  
Vol 6 (3) ◽  
pp. 305-319 ◽  
Author(s):  
Richa Chaudhary
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Engineering Students ◽  
Linear Regression Analysis ◽  
Environmental Orientation ◽  
Content Type ◽  
And Gender ◽  
Green Human Resource Management

Purpose The purpose of this paper is to examine the effect of perceived green human resource management (GHRM) on job pursuit intention (JPI) of prospective employees. In addition, an attempt was made to unfurl the underlying psychological mechanisms and illuminate the boundary conditions of the aforementioned relationship by proposing organizational prestige (OP) as mediator and environmental orientation (EO) and gender as moderators. Design/methodology/approach In total, 172 undergraduate engineering students of a reputed engineering institute in India constituted the sample for this scenario-based study. Direct, mediation, moderation and moderated mediation hypotheses were tested using hierarchical linear regression analysis and bootstrapping procedures in SPSS. Findings GHRM was found to relate significantly with JPI of prospective applicants and OP mediated the above linkage. EO was found to significantly moderate the association of GHRM with JPI. However, gender failed to add to the understanding of the above relationship. Practical implications By providing evidence on the psychological processes which the applicants engage in during employer selection, organizations will be able to form appropriate strategies for attracting talent to their organizations. Originality/value The study addresses the call for research to integrate the diverse disciplines of environmental management and human resource management and provides additional insights into human aspect of environmental sustainability. It advances the sustainable HRM literature by providing comprehensive understanding of how and when GHRM influences prospective employee outcomes.

Exploring the impact of green human resource management on environmental performance: the roles of perceived organizational support and innovative environmental behavior

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sabeen Hussain Bhatti ◽  
Farida Saleem ◽  
Ghulam Murtaza ◽  
Tazeem Ul Haq
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Organizational Support ◽  
Environmental Performance ◽  
Oil And Gas ◽  
Mediation Model ◽  
Content Type ◽  
Serial Mediation ◽  
Green Human Resource Management ◽  
The Relationship

PurposeThis paper aims to explore the relationship between green human resource management (GHRM) practices and the environmental performance (EP) of firms belonging to industries that may lean toward environmental pollution (e.g. oil and gas). The authors propose a holistic (serial mediation) model based on the ability-motivation-opportunity (AMO) theory and the social exchange theory (SET) and integrate organizational, i.e. perceived organizational support (POS), and individual, i.e. innovative environmental behavior (IEB), factors as explanatory mechanisms. The authors then test the model in a developing country context.Design/methodology/approachData were collected from white collar workers in the oil and gas industry in Pakistan. A structural equation modeling (SEM) technique and the PROCESS model 6 were used to analyze the hypothesized serial mediation model.FindingsThe authors found support for the fully meditating serial mediation model. Although the direct effects of GHRM and EP were insignificant, the total effects and indirect effects through POS and IEB were significant. Similarly, the research also found support for organizational and individual factors as explanatory mechanisms in the relationship between GHRM and EP.Originality/valueThis research adds to the existing literature on GHRM and the corporate EP link through proposing and testing a model of the mediating effects of POS and IEB. Furthermore, it provides empirical evidence of this model in the oil and gas sector using an Asian developing country as the context of study.

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.

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