scholarly journals Archetypes of Green-Growth Strategies and the Role of Green Human Resource Management in Their Implementation

2021 ◽  
Vol 13 (2) ◽  
pp. 836
Author(s):  
Ana Labella-Fernández
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Growth Strategies ◽  
Green Growth ◽  
Exploration And Exploitation ◽  
Hrm Practices ◽  
Environmental Goals ◽  
Green Human Resource Management

This paper aims to develop a conceptual framework that explains how organizations address green growth. By integrating perspectives of organizational learning and ambidexterity, this paper proposes four archetypes of green-growth strategies. On the basis of exploration and exploitation dimensions, the proposed strategic green-growth archetypes are environmental-laggard, cooperative, entrepreneurial, and ambidextrous approaches. This paper suggests propositions about how to implement entrepreneurial and cooperative archetypes. It is also proposed that cooperative and entrepreneurial archetypes necessitate a set of the best and well-defined green human resource management (HRM) practices oriented towards strategic environmental goals. This paper thus proposes specific green HRM practices that better fit with each archetype. Lastly, this research concludes with a discussion of research implications.

scholarly journals Effects of Green Human Resource Management on Employee Green Behavior: Moderating Role of Employee Environmental Knowledge

2021 ◽  
Vol 10 (2) ◽  
pp. 64-80
Author(s):  
Kajol Karmoker ◽  
Farhana Amin Kona ◽  
Amanta Hasnat Oyshi ◽  
Kazi Snigdha Yasmin
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Knowledge ◽  
Policy Makers ◽  
Hrm Practices ◽  
Green Behavior ◽  
Green Human Resource Management ◽  
Managerial Level

The study was conducted with an objective of measuring the effects of green human resource management (green HRM) practices on employee on-the-job and off-the-job green behavior within the context of garments industry in Bangladesh. Moreover, the study tested the moderating effects of employee environmental knowledge on the relationship between green HRM practices and employee on-the-job and off–the-job green behavior. A self-administered questionnaire survey was conducted in order to collect data from the participants. Two hundred and seventy employees working at the managerial level of garments factories in Bangladesh participated in the survey. Moderated regression analysis was employed to test the proposed research model. The study findings revealed that green HRM practices positively and significantly influenced employee on-the-job and off-the-job green behavior. This findings suggest that employee green behavior displayed both inside and outside the organization stem from the learnings and experiences inside the organization. Employee environmental knowledge was also found to moderate the effects of green HRM practices on employee on-the-job and off-the-job green behavior indicating that green HRM effects are stronger in case of environmentally concerned employees. The study findings provide HR professionals and policy makers with the guidance regarding the promotion of employee green behavior for improving environmental performance.

scholarly journals Green Human Resource Management and Environmental Innovativeness

2021 ◽  
Vol 16 (6) ◽  
pp. 1117-1130
Author(s):  
Sufaid Ali ◽  
Anees Janee Ali ◽  
Khurram Ashfaq ◽  
Jamshed Khalid
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Manufacturing Firms ◽  
Hrm Practices ◽  
Furniture Manufacturing ◽  
Green Human Resource Management ◽  
Innovative Culture ◽  
Moderating Role

Drawing upon the resource-based view and the situated learning theory, this study examined the effect of green human resource management (HRM) practices on the firm environmental innovativeness. The moderating role of organizational innovative culture on the relationship between green HRM and firm environmental innovativeness was also assessed. A survey of 212 furniture manufacturing companies in Malaysia was analyzed using structural equation modeling. Results from the data analysis suggest that green HRM practices are positively associated with the firm environmental innovativeness. The positive effect of green training and green compensation on firm environmental innovativeness was found to be increased by moderating the role of organizational innovative culture. The present study clarifies key green HRM practices that can assist the environmental innovativeness in Malaysian furniture manufacturing firms and advances related research by proposing and examining an overarching model to enlighten such synergies and the moderating role of organizational innovative culture. The findings further extend the scope of green HRM research to promote innovation in the manufacturing firms. The theoretical and practical implications of green HRM are presented to enhance the environmental innovativeness.

scholarly journals The Effect of Green Human Resource Management on Environmental Performance of Red Crescent with Mediating Role of Green Culture Empowering Factors

2020 ◽  
Author(s):  
Alireza Rajabipoor Maybodi ◽  
Leila Andervazh ◽  
Mehdi Mokhtari Payam ◽  
Azin Kayedian ◽  
Mohsen Bardestani
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Structural Equation ◽  
Mediating Role ◽  
Management Measures ◽  
Green Human Resource Management

Background: Green human resource management refers to activities involving development, implementation, and ongoing maintenance of a system that leads to greening employees of an organization. Human resources’ issues cannot be limited to one area of expertise. As a result, decisions and performance of the personnel officers at all levels affect the organization’s performance. So, this study aimed to investigate the effect of green human resource management on environmental performance of Red Crescent with mediating role of green culture empowering factors. Methods: The present study was applied in purpose and since the structural equation modeling method was used to test the hypotheses, it is considered as a correlation analysis. The statistical population consisted of 440 Red Crescent employees in Khuzestan province. The sample size of the study was determined as 205 using the Jersey and Morgan Table. The participants were selected using simple random sampling method. The data collection tool was a questionnaire and the collected data were analyzed using structural equation test by SPSS 24 and Lisrel 8.5 software. Results: Based on the findings, the green human resource management measures had a positive significant effect on environmental performance and green culture factors with a significant amount of 2.53 and 6.54, respectively. Furthermore, empowerment factors had a positive significant effect on environmental performance with a significant amount of 2.40. In addition, the mediating role of green culture empowerment factors was confirmed in the relationship between green human resource management measures and environmental performance (0.536). Conclusion: Since environmental problems and their effects have a great impact on the performance of Red Crescent employees and on the attitude of domestic and foreign consumers towards domestic products, environmental performance of the Red Crescent should be considered. Moreover, the Red Crescent should use green human resource management to work on the growth and development of green human resources.

scholarly journals Green Human Resource Management: An Empirical Study of India

2020 ◽  
Vol 9 (2) ◽  
pp. 61-66
Author(s):  
Mamta Arora ◽  
Arpita Kaul
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Health Management ◽  
It Services ◽  
Engineering Technology ◽  
Services Sector ◽  
Hrm Practices ◽  
Green Human Resource Management

Abstract Purpose: The broad over-arching goals of this work were to study the existing constituents of green human resource management (HRM), to understand the green HRM practices being followed by different companies in India (belonging to certain sectors) and to compare the different sectors in terms of adoption of green HRM. Methodology: A questionnaire was meticulously prepared by the authors to collect the data for this study and was sent to various Indian companies belonging to four sectors: IT/IT services, banking/finance, consultancy and engineering/technology. The questionnaire included a carefully selected collection of questions to gain rich insights into different aspects of green HRM implementation. Findings: most of the companies included in this study are following green HRM (though to varying extents). Green recruitment, green training and development & green safety and health management are the most prominent green HRM functions while green performance appraisal is the least popular green HRM function among these organizations. The IT/IT services sector is most actively using green HRM practices while the banking/finance sector is the most reluctant to adopt green HRM. Practical Implications: a rigorous structure for companies to implement green HRM is provided.

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