Green Human Resource Management for Organizational Sustainability: A Need of the Hour for Modern Workplace

2020 ◽  
Vol 55 (4) ◽  
Author(s):  
Tahir Masood Qureshi ◽  
Abhilasha Singh ◽  
Balqees Naser Almessabi
Keyword(s):  
Resource Management ◽  
Public Sector ◽  
Human Resource Management ◽  
Human Resource ◽  
United Arab Emirates ◽  
Management Practices ◽  
Organizational Sustainability ◽  
Human Resource Management Practices ◽  
Public Sector Organizations ◽  
Green Human Resource Management

The present study intends to identify the importance of green human resource management practices in public sector organizations; employee awareness about green human resource management practices; employees’ readiness to implement these practices; and government vision and policies towards green human resource management leading towards organizational sustainability in public sector organizations of the United Arab Emirates. This cross-sectional study shall empirically test the hypothesis based on research questions about primary data, collected from employees of public sector organizations. Based on positive epistemology in this deductive research, a hypothesis is designed, and data collected, through closed-ended survey questions using a convenience sampling technique. The present research finds that the government vision and policies about green human resource management practices were not fully explained to employees working in the public sector, hindering the attainment of organizational environmental goals, and hence national sustainability efforts. Green human resource management practices significantly contribute to organizational sustainability. To maintain sustainable growth and performance, organizations shall implement green concepts across organizations, including Human Resource Management departments. Organizations need to develop green objectives on an annual basis, aligned with government vision and policies in this regard. All stakeholders, including academic experts and business leaders, need to be oriented about green concepts in order to better collaborate, and employees need to be comprehensively trained to understand and implement these concepts in order to attain organizational sustainability in all aspects. Research outcomes of this study cannot be generalized with as much confidence in private sector work settings, since the study is designed and conducted on public sector organizations of the United Arab Emirates.

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.

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.

scholarly journals The Study of Green Human Resource Management and its effect on employees’ health in Automobile Industry

2019 ◽  
Vol 2 (1) ◽  
pp. 149-158
Author(s):  
Anuradha Anuradha ◽  
A K Srivastava
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Automobile Industry ◽  
Management Practices ◽  
Business Networks ◽  
Environmental Friendliness ◽  
Corporate World ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

As of late, there has been an expanding mindfulness inside business networks on the essentialness of making strides toward environmental friendliness and receiving different condition management methods. As the corporate world is going worldwide, the business is encountering a move from a regular money related structure to a cutting edge limit based economy which is prepared to investigate green financial aspects of business. Today, Green Human Resource Management (GHRM) has turned into a key business methodology for the noteworthy associations where Human Resource Departments have a functioning influence in making strides toward environmental friendliness at the workplace. The main objective of this study is to review Green Human Resource Management and its effect on Employees Health in Automobile Industry. This study focuses on how and why Green Human Resource Management practices are implemented by different organizations. This study also reviews the negative and positive impacts of green-HRM practices on employee health and the employee commitment levels in organizations.  

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