A Conceptual Model of Green HRM Adoption Towards Sustainability in Hospitality Industry

2018 ◽  
pp. 229-250 ◽  
Author(s):  
Yusmani Mohd Yusoff ◽  
Mehran Nejati
Keyword(s):  
Human Resource Management ◽  
Internal Pressure ◽  
Financial Performance ◽  
Human Resource ◽  
Hospitality Industry ◽  
External Pressure ◽  
Resource Based View ◽  
Proposed Model ◽  
Level Of Understanding ◽  
Green Human Resource Management

This chapter seeks to provide a better understanding on the predictors of green human resource management which can result in improved environmental and financial performance across hospitality industry. The proposed model has been constructed from the perspective of external pressure (i.e., normative) and internal pressure (manager's environmental concerns) by using the Institutional Theory and Resource Based View Theory. The chapter examines the antecedents of sustainability in hospitality industry in terms of improved financial and environmental performance. It therefore expands the level of understanding on mechanisms which leads to corporation sustainability. While the chapter is written with a focus on hospitality industry, the proposed model is applicable to corporations across other sectors.

A Conceptual Model of Green HRM Adoption Towards Sustainability in Hospitality Industry

2019 ◽  
pp. 400-421 ◽  
Author(s):  
Yusmani Mohd Yusoff ◽  
Mehran Nejati
Keyword(s):  
Human Resource Management ◽  
Internal Pressure ◽  
Financial Performance ◽  
Human Resource ◽  
Hospitality Industry ◽  
External Pressure ◽  
Resource Based View ◽  
Proposed Model ◽  
Level Of Understanding ◽  
Green Human Resource Management

This chapter seeks to provide a better understanding on the predictors of green human resource management which can result in improved environmental and financial performance across hospitality industry. The proposed model has been constructed from the perspective of external pressure (i.e., normative) and internal pressure (manager's environmental concerns) by using the Institutional Theory and Resource Based View Theory. The chapter examines the antecedents of sustainability in hospitality industry in terms of improved financial and environmental performance. It therefore expands the level of understanding on mechanisms which leads to corporation sustainability. While the chapter is written with a focus on hospitality industry, the proposed model is applicable to corporations across other sectors.

scholarly journals ”GREEN” HRM: AN EVALUATION AND THE FUTURE AGENDA

2016 ◽  
Vol 10 (2) ◽  
pp. 131
Author(s):  
Andreas W Gunawan Putra
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Hospitality Industry ◽  
Management Practices ◽  
Human Resource Management Practices ◽  
Green Human Resource Management ◽  
Intensity Of Competition

The application of “green” Human Resource Management Practices (HRMP) to achieve a company’s competitive advantage particularly in the hospitality industry is arguably derives from<br />its Human Resource Management strategy. This has been driven by both customer requirements and increasing intensity of competition. It seems essential these days to invest in quality of Human Resources in order to improve its competitive advantage. However, far from being investigated as the difficulty for the consistency and integrity of the application of ‘green’ HRMP in the workplace.<br />Furthermore, a frame of reference for “Green” HRM has yet to emerge. It is suggested that “green”’ HRMP concepts and frameworks could be utilized to improve the hospitality industry<br />maintaining its green environment. This paper examines critical aspects of ‘green’ HRMP theory and practices to underpinning business service performance. Indeed, the paper suggests a research agenda that could begin to investigate these propositions.

scholarly journals Pathways towards Sustainability in Organizations: Empirical Evidence on the Role of Green Human Resource Management Practices and Green Intellectual Capital

2020 ◽  
Vol 12 (8) ◽  
pp. 3228 ◽  
Author(s):  
Saqib Yaqoob Malik ◽  
Yukun Cao ◽  
Yasir Hayat Mughal ◽  
Ghulam Muhammad Kundi ◽  
Mudassir Hayat Mughal ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Competitive Advantage ◽  
Human Resource ◽  
Intellectual Capital ◽  
Resource Based View ◽  
Business Sustainability ◽  
Green Human Resource Management ◽  
The Impact

According to the resource-based view (RBV), an organization can be viewed as a collection of human, physical and organizational resources. These resources are valuable and inimitable, and are the main source of sustainable competitive advantage and sustained higher performance. Green human resource management (GHRM) practices help organizations to obtaina competitive advantage and align business strategies with the environment. In the same way, increases in environmental awareness and strict implementation of international environmental regulations havea greater impact on business sustainability. Environmentalism and sustainability are becoming more of a concern for organizations. For this reason, green human resource managementpractices and green intellectual capital are the main elements of business sustainability. Based on the resource-based view and intellectual capital-based view theory, this study investigated the impact of GHRM practices and green intellectual capital on sustainability, using cross-sectional data. The results show that the two dimensions of GHRM practices (green recruitment and selection, and green rewards) and green intellectual capital (green human capital, green structural capital and green relational capital) have a positive effect on a firm’s sustainability. GHRM practices and green intellectual capital have a positive role in this model. Practitioners, scholars and academics all may take benefits from the findings of this study.Limited variables andemerging and developingeconomies were the scope of this study. Future studies could investigate and explore the impact of green HRM practices and the role of management and stakeholder pressureonnew areas of sustainability.

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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