scholarly journals An Examination of Green HR Practices and its Impact on Environmental Sustainability

2019 ◽  
Vol 8 (3S3) ◽  
pp. 100-105
Keyword(s):  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Secondary Data ◽  
Ground Level ◽  
Primary Data ◽  
Level Of Automation ◽  
The World ◽  
Human Effort ◽  
Green Human Resource Management

After the starting of industrialization in case of manufacturing, the concerned management and even the researchers are looking forward to incorporate some amount of automation so that the human effort can be minimized and the saved energy can be used for innovation and other important tasks. In the present scenario, all over the world the level of automation is highest in all the manufacturing units and it has distorted the very balance of our ecosystem and environment. As and when the respective agencies were able to see and feel it, the damage was done. From the last three decades many of the agencies, which are the well-wishers of both the parties i.e. the manufacturers and the environment protectors. The process started from protecting the emission of harmful gases in the environment and then at the second level strategies were formulated to change the system at the ground level where such events may not occur. Green Human Resource Management (GHRM) Practices is again another such initiative, this may not show a major turnaround but then again the collective efforts will be appreciated in the future. This present paper is focused on the implementation of GHRM practices in the manufacturing units. Some amount of secondary data is being evaluated and analysis is based on primary data. Primary data is taken from the respondents working in HR departments of the sampled companies. SPSS Ver. 20.0 is considered for the analysis of data.

Pathway toward environmental sustainability: mediating role of corporate social responsibility in green human resource management practices in small and medium enterprises

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jun Wen ◽  
Hadi Hussain ◽  
Junaid Waheed ◽  
Waheed Ali ◽  
Ihsan Jamil
Keyword(s):  
Corporate Social Responsibility ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Small And Medium Enterprises ◽  
Content Type ◽  
Hrm Practices ◽  
Green Human Resource Management ◽  
Medium Enterprises ◽  
Corporate Social

PurposeRecent research validates an increasing knowledge of environmental concerns in manufacturing small and medium enterprises (SMEs). However, only a few studies maintain that green human resource management (HRM) practices and corporate social responsibility (CSR) play an important role, especially in the case of developing economies. Thus, this study aims to examine the direct and indirect relationship between green HRM practices and environmental sustainability (ES) through the mediation of CSR in SMEs in Pakistan.Design/methodology/approachThe cross-sectional design of this study considers the mechanism by which green HRM practices affect ES through CSR in the context of Pakistani SMEs. The authors collected data from 320 manufacturing SMEs and used the partial least squares structural equation modelling (PLS-SEM) technique to examine the relationship between variables.FindingsThe empirical findings of this study suggest green HRM practices have a positive and significant impact on ES. Further, the second hypothesis is not supported. In addition to the direct impact, the indirect effect of green HRM practices on CSR is positive and significant. Finally, the authors determine that green HRM practices affect ES through the partial mediation of CSR.Originality/valueTo date, this study is the first to use CSR as a mediator between green HRM practices and ES in the context of Pakistani SMEs. The study has important implications for HRM and government policy makers, suggesting they should improve strategies in favour of the green economy. Furthermore, developing countries could design similar studies with different future sustainability factors.

scholarly journals Green HRM: Goal Attainment through Environmental Sustainability

2016 ◽  
Vol 9 (1) ◽  
pp. 14-19 ◽  
Author(s):  
Mohammad Main Uddin ◽  
Rabiul Islam
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Research Agenda ◽  
Goal Attainment ◽  
Human Resources Management ◽  
Resources Management ◽  
Green Human Resource Management

The green Human Resources Management has emerged from companies engaging in practices related to protection of environment and maintaining ecological balance. The slogan is earning profit through environmental sustainability. This paper proposes the development of a model of green human resource management by reviewing the literature on human resource aspects of environmental management. The study followed archival method of literature review. The literature has been classified on the basis of entry to exit processes in the HRM on the basis of available literature on green Human Resources. From the perspective of green human resource management, this study argues that Green HRM can play a useful role in business in promoting environment related issues by adopting and following the processes. Finally, the paper proposes some research agenda for the future study.Journal of Nepalese Bussiness Studies Vol. 9, No. 1, 2015 pp. 13-19

scholarly journals Identification of Some Research Gaps in Green Human Resource Management

2020 ◽  
Vol 13 (12) ◽  
pp. 63
Author(s):  
Hewapathirana, R. A. ◽  
Opatha, H. H. D. N. P. ◽  
Prasadini Gamage
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Empirical Studies ◽  
Research Strategy ◽  
Future Research ◽  
Extensive Literature ◽  
Research Gaps ◽  
Green Human Resource Management

Green Human Resource Management (GHRM) is increasingly considered as a critical branch of Human Resource Management (HRM) and it is still an emerging field of research that is interesting and highly instrumental in creating and enhancing natural environmental sustainability. This research paper is a systematic attempt to find out some research gaps in GHRM in order to carry out future empirical studies through the adoption of desk research strategy. An extensive literature review was done and it resulted in identifying nine research gaps in GHRM. Among the nine research gaps, two gaps are empirical, six gaps are both theoretical and empirical, and one gap is methodological. Future research studies could be designed and carried out in order to fill these identified research gaps.

Human Resources Management for Sustainable Sea Tourism

2020 ◽  
pp. 18-32
Author(s):  
Isabel Duarte
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Sustainability ◽  
Human Resources Management ◽  
The Sustainable Development ◽  
Two Factors ◽  
Green Human Resource Management ◽  
The Relationship

This chapter proposes an analysis of the relationship between HRM and the sustainable development of organizations in the coastal and maritime tourism sector. Tourism has contributed to both GDP and employment increases, mainly in countries with coastal areas. Tourism growth in coastal and maritime areas negatively impacts the landscape and environment in the various coastal regions, raising pressures to go green. Two factors that have delayed the existence of comprehensive studies in this sector is the enormous diversity of activity areas covered and the pluridimensionality of this theme. The goal of green human resource management is to promote the performance of organizational environment through greater involvement and employee's commitment to the environment. This chapter develops and deepens the analysis of the relationship between green human resource management and the sustainable development of organizations in coastal and maritime tourism and environmental sustainability.

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