scholarly journals Antecedents and Consequences of Green Human Resource Management in Oil and Gas Companies of Pakistan

2021 ◽  
Vol 3 (3) ◽  
pp. 339-351
Author(s):  
Ali Junaid Khan ◽  
Salyha Zulfiqar Ali Shah ◽  
Furrukh Bashir ◽  
Jawad Iqbal
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Management Practices ◽  
Oil And Gas ◽  
Performance Metrics ◽  
Critical Role ◽  
Green Human Resource Management ◽  
Oil And Gas Companies

Objective: The objective of this study is to look at the causes and consequences of green human resource management in Pakistani oil and gas companies. Methodology: The data is collected from Pakistani oil and gas corporations. The reason for concentrating on this business is that it practices the most environmentally friendly labor practices of any other The PLS approach is used to evaluate the data received from 121 managers. Findings: It has been found that top-level management support and environmental orientation are prerequisites to implementing green human resource management in this study. Second, it is also discovered that implementing green human resource management increase employee happiness, organizational commitment, and environmental performance. Because it provides new insights into green human resource management as well as a roadmap for accomplishing sustainable development goals, this study is important both theoretically and practically. Implications: Employees play a critical role in helping companies achieve environmental sustainability because they are the backbone of organizations and a significant source of competitive advantage by implementing green human resource management practices, such as establishing environmental performance metrics, training employees and rewarding them for their environmental performance, this can be achieved.

scholarly journals Green Human Resource Management Practices and Environmental Performance in Ghana: The Role of Green Innovation

2021 ◽  
Vol 4 (4) ◽  
pp. 100-119
Author(s):  
Isaac Ahakwa ◽  
Jingzhao Yang ◽  
Evelyn Agba Tackie ◽  
Mercy Asamany
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Management Practices ◽  
Equation Modeling ◽  
Green Innovation ◽  
Manufacturing Enterprises ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

Purpose- Protecting the natural environment and its wealth for future generations has become an essential topic for policymakers and executives. This study seeks to examine the impact of green Human Resource Management practices through green innovation on the environmental performance of small and medium-sized manufacturing enterprises in Ghana. Design/Methodology- Through simple random probability sampling, data were obtained from three hundred (300) business owners and employees from ten (10) small and medium-sized manufacturing enterprises in the Greater Accra Region of Ghana. However, two hundred and ninety-four (294) accurate responses were used in the analysis due to incomplete and missing figures. Data were analyzed using partial least squared based on Structural Equation Modeling (SEM). Findings- The studied data met internal consistency reliability, convergent, and discriminant validity from the results, and also, there was no multicollinearity issue in the study model. The findings revealed that green Human Resource Management practices directly and significantly influence environmental performance. Furthermore, green innovation partially mediated the influence of green Human Resource Management practices on environmental performance. Green compensation through green innovation has the most incredible impact on environmental performance and was statistically significant at p< 0.01. Practical Implications- This finding provides valuable suggestions for policymakers, emerging and existing organizations, particularly manufacturing firms, to encourage environmentally-friendly activities and produce goods and processes through a successful incentive scheme, thus increasing customer loyalty.

scholarly journals Green human resouce management: a Theoretical review

2020 ◽  
pp. 39-47
Author(s):  
Oyun Tuul ◽  
Shao Jian Bing
Keyword(s):  
Environmental Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Management Practices ◽  
Environmental Issues ◽  
Business Executives ◽  
Environmental Management Practices ◽  
Green Human Resource Management

In the 21st century, environmental issues, such as climate change, global warming, and air pollution have become a hot topic in many developed and developing countries. At the same time, the proper use of natural resources and the conservation of the environment has become one of the vital issues. Environmental issues require special attention from governments, scientists, scholars, business executives, and even individuals. Therefore, for any business organization, there is a growing need to integrate environmental management into human resource management, which has been coined as the Green Human Resource Management (GHRM). Researchers have found that the implementation of GHRM policies and practices could effectively improve financial and environmental performance of organizations, improve their competitive advantage, as well as improve their reputation and image, while maintaining environmental management practices. However, it is being maintained that the term “GHRM” is a relatively new concept for academicians, scholars，and professionals. GRHM-related literature is generally found in western countries, however the concept of GHRM is yet to make its mark in Asia. Therefore, the aim of this research is to explore the concept of GHRM and to propose a model of GHRM and its outcome by reviewing the literature.

scholarly journals The Concept of Green Human Resource Management in Industry

2020 ◽  
Vol 4 (1) ◽  
pp. 28-35
Author(s):  
Riandy Mardhika Adif ◽  
Jufriadif Na`am ◽  
Novizar Nazir
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Management Practices ◽  
Hrm Practices ◽  
Green Performance ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

The integration of environmental management into Human  Resource Management (HRM) is called Green HRM.  There is a growing need for the application of Green HRD in industry.  The objective of this review is to explore green human resource management practices of organizations in the industry based on the existing literature.  Based on this review, it is concluded that by understanding and increasing the scope and depth of green HRM practices, organizations can improve their environmental performance in a more sustainable manner than before. The green HRM practices are more powerful tools in making organizations and their operations in industry green. The green performance, green behaviors, green attitude, and green competencies of human resources can be shaped and reshaped through the adaptation of green HRM practices.

Factors influencing green organizational citizenship behavior

2020 ◽  
Vol 48 (9) ◽  
pp. 1-12
Author(s):  
Ling Xiang ◽  
Yi-Chun Yang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Organizational Citizenship Behavior ◽  
Organizational Identification ◽  
Management Practices ◽  
Citizenship Behavior ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants were 426 frontline employees working in Taiwanese hotels. Consistent with our predictions, each of the 5 green human resource management practices had a positive influence on organizational identification, which then positively affected green organizational citizenship behavior. Moreover, green human resource management practices enhanced employees' green organizational citizenship behavior, and organizational identification was an effective mediator of the relationship between green human resource management practices and green organizational citizenship behavior. Practical and theoretical implications of the findings are discussed.

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