scholarly journals A QUALITATIVE STUDY OF GREEN HRM PRACTICES AND THEIR BENEFITS IN THE ORGANIZATION: AN INDONESIAN COMPANY EXPERIENCE

2020 ◽  
Vol 21 (1) ◽  
pp. 200-211
Author(s):  
Lieli Suharti ◽  
Agus Sugiarto
Keyword(s):  
Qualitative Study ◽  
Environmentally Friendly ◽  
Corporate Image ◽  
Organizational Level ◽  
Work Outcomes ◽  
Exploratory Research ◽  
Employee Behavior ◽  
Hrm Practices ◽  
Green Human Resource Management ◽  
A Company

Green Human Resource Management (HRM) aims to shape employee behavior to help organizations achieve their environmentally-friendly goals. Firms can translate the implementation of Green HRM concept into each HRM function. This paper is qualitative exploratory research that investigates the implementation of Green HRM in a company located in Indonesia that is internationally reputable for being an environmentally friendly company. This study aims to highlight the implementation of Green HRM through various HRM functions and to analyze the positive impacts of the implementation of Green HRM on individuals and organizations. The results demonstrated that the implementation of Green HRM provided benefits for individual employees and the company as well. In particular, individual employees had better green and non-green work outcomes. Meanwhile, at the organizational level, the benefits of the implementation of Green HRM were the creation of environmentally friendly organizational culture and work climate, the increased efficiency of various resources, the formation of positive corporate image and increased economic and eco-performance. It is expected that this study contributes to extend the literature on the implementation of Green HRM and its benefits to companies.

Overcoming barriers to adoption of environmentally-friendly innovations through design and strategy

2015 ◽  
Vol 35 (1) ◽  
pp. 26-59 ◽  
Author(s):  
Michael Naor ◽  
Ednilson S. Bernardes ◽  
Cheryl T Druehl ◽  
Yoram Shiftan
Keyword(s):  
Environmentally Friendly ◽  
Service Design ◽  
Lessons Learned ◽  
Organizational Level ◽  
Future Research ◽  
Barriers To Adoption ◽  
Content Type ◽  
Sustainable Solutions ◽  
Product Service ◽  
A Company

Purpose – The purpose of this paper is to explore how a company which developed an environmentally friendly innovation attempted to address diffusion issues. Specifically, the purpose is to describe the ways in which an electric vehicle (EV) infrastructure company, in partnership with a major car manufacturer, tried to address barriers to diffusion of an environmentally friendly innovation during the development stage to improve the likelihood of success and lessons learned from its failure. Design/methodology/approach – The authors explore a single instrumental case of an Israeli company that developed infrastructure for EVs in partnership with a major automaker. The authors collected data using a series of semi-structured interviews at the companies’ headquarters, through direct observation in the company, and through the examination of archival and secondary data sources. Findings – The authors find that the company tried to incorporate design features in both the product and organization to address key diffusion barriers identified through survey and consumer focus research. The study maps product/service design innovations for infrastructure that combined with multi-stage organizational diffusion strategies for EVs, were used to address both functional (usage, value, and risk) and psychological (tradition and image) barriers for mass-market adoption. Practical implications – The study provides insights on how to incorporate information about barriers to adoption into product/service design and on the development of organizational-level diffusion strategy to address changes of customer’s behavior required by certain innovative sustainable solutions. In addition, the authors speculate potential causes for more recent developments with the technology that can serve as a lesson for future projects. Originality/value – Past studies have advanced the knowledge about issues surrounding the adoption and diffusion of EVs. The study expands this stream of research by focussing on product/service and organizational strategy design and by illustrating, through an empirical exploratory case study, how a company attempted to overcome these obstacles. The authors advance various propositions and point out potential exciting avenues for future research on the dissemination of environmentally friendly innovations.

scholarly journals A three-fold framework for understanding HRM practices in South-Eastern European SMEs

2016 ◽  
Vol 38 (3) ◽  
pp. 310-331 ◽  
Author(s):  
Alexandros Psychogios ◽  
Leslie Thomas Szamosi ◽  
Rea Prouska ◽  
Christopher Brewster
Keyword(s):  
Eastern European ◽  
Exploratory Research ◽  
Content Type ◽  
Factors Affecting ◽  
South Eastern ◽  
Hrm Practices ◽  
Business Environments ◽  
Yugoslav Republic ◽  
Communist Countries ◽  
See Region

Purpose – The purpose of this paper is to study particular structural and organisational factors affecting the formality of human resource management (HRM) practices in small and medium-sized enterprises (SMEs) in South-Eastern European (SEE) post-communist countries, in particular Serbia, Romania, Bulgaria and the Former Yugoslav Republic of Macedonia in order to understand the antecedents of formalization in such settings. Design/methodology/approach – Adopting a quantitative approach, this study analyses data gathered through a survey of 168 managers of SMEs from throughout the region. Findings – The results show that HRM in SMEs in the SEE region can be understood through a threefold framework which includes: degree of internationalisation of SMEs, sector of SMEs and organisational size of SMEs. These three factors positively affect the level of HRM formalisation in SEE SMEs. These findings are further attributed to the particular political and economic context of the post-communist SEE region. Research limitations/implications – Although specific criteria were set for SME selection, the authors do not suggest that the study reflects a representative picture of the SEE region because the authors used a purposive sampling methodology. Practical implications – This paper provides useful insights into the factors which influence HRM in SMEs in a particular context. The findings can help business owners and managers understand how HRM can be applied in smaller organisations, particularly in post-communist SEE business contexts. Originality/value – HRM in SMEs in this region has hardly been studied at all despite their importance. Therefore, this exploratory research seeks to expand knowledge relating to the application of HRM in SMEs in SEE countries which have their business environments dominated by different dynamics in comparison to Western European ones.

scholarly journals Protective and Risk Factors of Italian Healthcare Professionals during the COVID-19 Pandemic Outbreak: A Qualitative Study

2021 ◽  
Vol 18 (2) ◽  
pp. 453
Author(s):  
Amalia De Leo ◽  
Eloisa Cianci ◽  
Paolo Mastore ◽  
Caterina Gozzoli
Keyword(s):  
Risk Factors ◽  
Qualitative Study ◽  
Extrinsic Motivation ◽  
Healthcare Professionals ◽  
Well Being ◽  
Organizational Level ◽  
Emotional Impact ◽  
Snowball Sampling ◽  
Structured Interviews ◽  
Interpersonal Level

The COVID-19 pandemic put the Italian health system under great stress. The sudden reorganization of work practices and the emotional impact of the large number of the victims had many consequences on the well-being of the healthcare professionals (HCPs) involved in managing the crisis. In the available literature, most studies have focused on the risk aspects while only few studies also take into account protective factors. For this reason, it was decided to conduct, within psycho-sociological perspective, a qualitative study with the aim to explore in depth the protective and risk factors as experienced by HCPs who worked in the Italian healthcare system during the COVID-19 outbreak. A total of 19 semi-structured interviews were conducted with HCPs–9 nurses and 10 physicians (7M and 12F) with an average age of 43 (SD = 13.4)–selected using snowball sampling. Considering three different levels of analysis the results highlight the protective and risk factors: personal history level (intrinsic/ethical motivation and flexible role versus extrinsic motivation and static role), interpersonal level (perception of supportive relationships with colleagues, patients, and family versus bad relationships), and organizational level (good leadership and sustainable work purpose versus absence of support from management and undefined or confused tasks).

Assessment of Ibn Haldun's Model for Sustainability using Structural Equation Modelling

2020 ◽  
Vol 31 ◽  
pp. 64-76
Author(s):  
Sümeyye Kuşakcı ◽  
Keyword(s):  
Structural Equation Modelling ◽  
Structural Equation ◽  
Social Ethics ◽  
Workplace Spirituality ◽  
Organizational Level ◽  
Business Organizations ◽  
Equation Modelling ◽  
Corporate Social ◽  
The Relationship ◽  
A Company

This work firstly aims to develop a sustainability model based on Ibn Haldun’s teaching of sustainability. Religious coloring refers to the spirituality, which is re-discovered in modern ages and transferred to the workplace. Spirituality stimulates virtuousness at personal and organizational level, which in turn generates managerial sustainability meaning the lifespan of a company. While personal virtuousness refers social ethics, organizational level virtuousness could be considered as Corporate Social Responsibility. Secondly, it attempts to evaluate the relevance of Ibn Haldun’s approach to contemporary business organizations. In order to demonstrate the relationship between spirituality, virtuousness, CSR, and sustainability; data collected from Corporate Knights’ Global 100 companies were analyzed using structural equation modelling. According to the results, while workplace spirituality leads to ethical conduct and higher CSR/CS score, the relationship between spirituality or CSR/CS and financial performance is not significant. However, it seems that higher lifespan of business enterprises is related to their CSR/CS score.

scholarly journals A Qualitative Study Exploring Neurodiversity Conference Themes, Representations and Evidence-Based Justifications for the Explicit Inclusion and Valuing of OCD

2021 ◽  
Vol 5 (2) ◽  
pp. 111-138
Author(s):  
Damian Mellifont
Keyword(s):  
Qualitative Study ◽  
Obsessive Compulsive Disorder ◽  
Google Scholar ◽  
Future Research ◽  
Evidence Based ◽  
Exploratory Research ◽  
Obsessive Compulsive ◽  
Compulsive Disorder

The inclusivity of neurodiversity conferences is a new field of research. Utilising Obsessive Compulsive Disorder (OCD) as an example, this study aims to critically investigate issues of inclusivity in the flyers advertising these conferences. This exploratory research is informed by 22 conference flyers and 14 scholarly articles retrieved from respective internet and Google Scholar enquiries. These articles offered evidence-based justifications for a greater inclusion of OCD-focused content in neurodiversity conferences. The study cautions that the lack of explicit inclusion of OCD as a topic among conferences can be harmful to persons who identify with this particular type of neurodivergence. This study offers a sound base from which future research focusing upon other forms of neurodivergence and issues of neurodiversity conference inclusivity and intersectionality can develop.

scholarly journals Talent Value Creation during Digital Transformation: A Inductive Model of HR Reengineering

2021 ◽  
Vol 4 (4) ◽  
Author(s):  
Hsiu-Hua Hu ◽  
Yaozong Zhu
Keyword(s):  
Qualitative Study ◽  
Value Creation ◽  
Talent Development ◽  
Digital Transformation ◽  
Four Dimensions ◽  
Research Questions ◽  
Key Features ◽  
The Impact ◽  
A Company ◽  
Insight Into

In this study, we are to explore (1) features of HR reengineering, (2) the impact of business digitalization strategies on digital transformation and HR engineering, (3) the impact of business digitalization strategies and HR reengineering on talent value creation, and present the results of a qualitative study that offers insight into 42 “thought units”, which were “categorizing” into four dimensions corresponding to our research questions: (1) plan, (2) do, (3) check, and (4) action. The “check” dimension corresponds to the four key features of HR reengineering related to business digitalization strategy, and how to create talent value when a company successfully implements business-led digital transformation, HR reengineering, and talent value creation, including (1) talent planning, (2) talent introduction, (3) talent adjustment, and (4) talent development.

scholarly journals Strategic Corporate Alignment: A Methodological Approach

2018 ◽  
Vol 2 (1) ◽  
Author(s):  
Silvia Regina Campos ◽  
Adriana Gomes de Menezes
Keyword(s):  
Higher Education ◽  
Qualitative Study ◽  
Mergers And Acquisitions ◽  
Methodological Approach ◽  
Research Strategy ◽  
Exploratory Research ◽  
Strategy Execution ◽  
Research Framework ◽  
Strategic Plans

This paper aims to present a methodological approach to align the strategic plans among Institutions in the area of Higher Education. It adopts an eight-phase research framework. It is a qualitative study which adopts a deductive and exploratory research strategy through the analysis of some institution's strategic plans and other relevant documents to propose a methodological approach for the alignment. Its contribution shall enable HEIs to improve synergy which is essential for achieving efficiency, efficacy and long-term sustainability in the light of the recent challenges facing their environment, considering that the strategy execution and its implementation has been considered much more difficult and complicated to overcome. Particular it shall contribute to alignment among other HEIs which have been subject to mergers and acquisitions processes, in the recent years.

scholarly journals Análise dos Riscos em Projetos: Uma Aplicação do Método de Monte Carlo em uma Empresa do Setor Moveleiro

2018 ◽  
Vol 10 (2) ◽  
pp. 332-357
Author(s):  
Fernando Rodrigues de Amorim ◽  
Pedro Henrique Camargo de Abreu ◽  
Marco Tulio Ospina Patino ◽  
Leonardo Augusto Amaral Terra
Keyword(s):  
Monte Carlo ◽  
Investment Project ◽  
Modern Society ◽  
Exploratory Research ◽  
Investment Projects ◽  
A Value ◽  
The Monte Carlo Method ◽  
Monte Carlo Em ◽  
A Company

Globalization is a phenomenon that is present in modern society and, with its expansion, it is essential that companies can meet the constant demands of the market, but for this, it is necessary to make the best decisions and deal with various adversities related to the economy, competition, management, among others. The success of investment projects is determined by a set of techniques that must be applied so as not to compromise the viability of the project. When this viability is surrounded by uncertainties, a useful alternative to knowing the risks is the use of the Monte Carlo method. The present work aims to address the risk factors in a company of the furniture sector, using the Monte Carlo simulation to analyze the viability of this project. The methodology adopted was developed from a case study, through an exploratory research. The results showed that the investment project is viable, estimating a return between the 4th and 5th year of the project, in addition, the balance after the 10 years of investment would be around R$ 4,128,211.63, a value that represents 161.25% of the initial investment.

The individual and organizational level effects of TQM practices on job satisfaction

2017 ◽  
Vol 38 (2) ◽  
pp. 215-225 ◽  
Author(s):  
Daniel I. Prajogo ◽  
Brian Cooper
Keyword(s):  
Job Satisfaction ◽  
Organizational Climate ◽  
Organizational Performance ◽  
Employee Attitudes ◽  
Organizational Level ◽  
Total Quality ◽  
Content Type ◽  
Multi Level ◽  
The Individual ◽  
A Company

Purpose The purpose of this paper is to examine the multi-level relationship between people-related total quality management (TQM) practices and employee job satisfaction. The authors draw upon organizational climate theory to hypothesize that TQM is related to job satisfaction at the individual employee level, as well as at the organizational level in the form of shared perceptions of TQM practices in the workplace. Design/methodology/approach Multi-level modelling was used to test the study hypotheses. The sample was drawn from 201 employees working in 23 organizations in Australia. Findings The findings show that people-related TQM practices are positively related to job satisfaction at both individual and organizational levels, with a stronger effect on employee attitudes observed at the organizational level. Research limitations/implications The statistically significant multi-level relationship between people-related TQM practices and job satisfaction extends the findings of previous studies conducted only at the individual level; thus, supporting the sustainability of TQM as a management principle at a company-wide level. Practical implications The findings broadly support the implementation of people-related TQM practices as part of a strategy of creating a “high performance” climate in organizations, which in turn, will likely to positively affect both individual and organizational performance. Social implications From a wider social perspective, the implementation of TQM practices as a company-wide initiative could facilitate greater corporate social responsibility of the organization. Such practices as training, involving, and empowering employees can promote social commitment by valuing employees as one important stakeholder. Originality/value This is the first empirical study to the best of the author’s knowledge that uses multi-level modelling to examine the relationship between TQM practices and employee attitudes such as job satisfaction.

Changing the training paradigm for learning: A model of human capital development

2018 ◽  
Vol 29 (8) ◽  
pp. 1455-1481 ◽  
Author(s):  
Felipe Alves Calábria ◽  
Fagner José Coutinho de Melo ◽  
Andre Philippi Gonzaga de Albuquerque ◽  
Taciana de Barros Jerônimo ◽  
Denise Dumke de Medeiros
Keyword(s):  
Human Capital ◽  
Organizational Context ◽  
Training And Development ◽  
Development Programs ◽  
Employee Behavior ◽  
Internal Resources ◽  
Capital Development ◽  
The Relationship ◽  
A Company ◽  
Innovation Processes

This article presents the Tetrahedron of Innovation Processes model that aims to diagnose, through the understanding and analysis of the three vertices, areas that need improvements in training to generate a change in knowledge. The present research is intended to show the managers of a company in the energy sector the relationship between training and development programs and how their application can help the organization to design an organizational context orienting human behavior towards activities of learning and innovation. The model can be used to understand the relationship between capacity and internal resources on the influence of employee skills in information processing, creativity, and critical thinking by encouraging employee behavior, guiding a flow of knowledge to the company. Given the context, the model was able to ponder and classify the main aspects that must be improved for the development of human capital in the company studied and can help to find significant solutions for the necessary improvements to occur. With this, the article brings a paradigm shift in training and learning that will aid in the development of human knowledge.

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