Green Human Resources and Sustainable Business Solutions

2022 ◽  
pp. 987-1000
Author(s):  
Ibrahim Olanrewaju Lawal ◽  
Femi Stephen Olawoyin
Keyword(s):  
Human Resources ◽  
Environmental Sustainability ◽  
Business Performance ◽  
Corporate Strategy ◽  
Environmentally Friendly ◽  
Sustainable Business ◽  
Hr Practices ◽  
Work Area

This chapter discusses green human resources (HR) and its impact on sustainable business solutions. It embraces work area research and writing audit way to discover the connection between green HR and sustainable business performance. This chapter examines the influence of human resources (HR) as a fundamental capacity in an organisation. The role of HR in the organisation has moved beyond focusing on realising organisational objective but into the integration of corporate strategy with environmental sustainability through environmentally friendly practice. The study explores instrumental theory, which focuses on both shareholder and stakeholders' interests of an organisation. Therefore, organisations need to align its operational objectives with environmental sustainability objectives through effective green HR practices to achieve sustainable business solutions.

Green Human Resources and Sustainable Business Solutions

2021 ◽  
pp. 264-277
Author(s):  
Ibrahim Olanrewaju Lawal ◽  
Femi Stephen Olawoyin
Keyword(s):  
Human Resources ◽  
Environmental Sustainability ◽  
Business Performance ◽  
Corporate Strategy ◽  
Environmentally Friendly ◽  
Sustainable Business ◽  
Hr Practices ◽  
Work Area

This chapter discusses green human resources (HR) and its impact on sustainable business solutions. It embraces work area research and writing audit way to discover the connection between green HR and sustainable business performance. This chapter examines the influence of human resources (HR) as a fundamental capacity in an organisation. The role of HR in the organisation has moved beyond focusing on realising organisational objective but into the integration of corporate strategy with environmental sustainability through environmentally friendly practice. The study explores instrumental theory, which focuses on both shareholder and stakeholders' interests of an organisation. Therefore, organisations need to align its operational objectives with environmental sustainability objectives through effective green HR practices to achieve sustainable business solutions.

scholarly journals Is e-marketing a source of sustainable business performance? Predicting the role of top management support with various interaction factors

2018 ◽  
Vol 5 (1) ◽  
pp. 1516487 ◽  
Author(s):  
Adnan Ahmed Sheikh ◽  
Naeem Ahmad Rana ◽  
Aneeq Inam ◽  
Arfan Shahzad ◽  
Hayat Muhammad Awan ◽  
...  
Keyword(s):  
Business Performance ◽  
Top Management ◽  
Management Support ◽  
Sustainable Business ◽  
Top Management Support ◽  
Interaction Factors

Five Drivers of Eco-Innovation

2020 ◽  
pp. 1515-1537
Author(s):  
Yudi Fernando ◽  
Wah Wen Xin ◽  
Anisha Banu Dawood Gani
Keyword(s):  
Global Warming ◽  
Content Analysis ◽  
Operations Management ◽  
Environmental Sustainability ◽  
Business Performance ◽  
Economic Benefits ◽  
Sustainable Business ◽  
Unit Of Analysis ◽  
Research Findings ◽  
Parsimonious Model

Today, firms are faced with a number of environmental challenges such as pollution, scarcity of natural resources, global warming a growing demand for environmentally friendly products. Complexity of sustainability issues in operations management leads this study to determine a parsimonious model of eco-innovation. Most of the research findings have emphasized the effect of innovation on company's economic benefits. However, there are inadequate studies in respect to eco-innovation and its impact to business and environmental sustainability. This paper focuses on determinants of drivers of eco-innovation and its outcome on sustainable business performance. Content analysis is used in order to explain the phenomena of eco-innovation in operations management and categorize the determinants of drivers. The unit of analysis of this study is driver or factor of eco-innovation which are commonly found in entire articles reviewed. The scope of review encompassed articles published between the years 1994 to 2012. Results indicate that a parsimonious model of eco-innovation consists of five drivers. More comprehensive and robust findings could be obtained by testing this model and broadening the scope of study.

scholarly journals Are Indonesian Farmers a Good Manager? A study on Entrepreneurial and Marketing Orientation to Farm Business Performance in Indonesia

2021 ◽  
Vol 12 (1) ◽  
pp. 1-9
Author(s):  
Novi Haryati
Keyword(s):  
Human Resources ◽  
Quantitative Research ◽  
Business Performance ◽  
Organizational Innovation ◽  
Sustainable Business ◽  
Business Interests ◽  
Entrepreneurial Skills ◽  
Marketing Orientation ◽  
Farm Business ◽  
The Relationship

Farming is including a business entity because its activities include not only planting on land but also being able to maintain relationships that focus on business interests, such as increased sales and income. As the actor in   the business, they are required to be able to have marketing and entrepreneurial skills so that their business performance can be sustainable. The purpose of the research is to understand the relationship between marketing and entrepreneurship to the farming performances, with organization innovation as intervening variables. It is quantitative research and has been conducted in Singosari sub district Malang, Indonesia. Analysis was done by SEM-PLS while 40 farmers were chosen purposively as respondent. The result shows that the Indonesian farmer has basic marketing and entrepreneurship orientation. Both of them has positive and highly significant with the value of 0,41 and 0,53 to farming performance. As an intervening variable, Organizational innovation has positively associated with farmer’s performance. Improving the human resources of farmers has been a very important aspect of sustainable business and human resources itself in Agriculture. An experienced and trained farmer will be able to keep working event in an unstable situation.

scholarly journals Manager’s Age, Sustainable Entrepreneurial Orientation and Sustainable Performance: A Conceptual Outlook

2020 ◽  
Vol 12 (8) ◽  
pp. 3196
Author(s):  
Farah Ameer ◽  
Naveed R. Khan
Keyword(s):  
Entrepreneurial Orientation ◽  
Business Performance ◽  
Dynamic Capabilities ◽  
Local Community ◽  
Holistic Approach ◽  
Capabilities Approach ◽  
Sustainable Business ◽  
Sustainable Performance ◽  
The Relationship

Scholars have investigated the direct linkage between manager’s age and sustainable corporate performance, however, the mixed results and conflicting findings on the nature of the relationship demand further explanation through the missing constructs. Therefore, the purpose of this paper is to examine the mediating role of sustainable entrepreneurial orientation in the manager’s age and sustainable performance. This study develops a conceptual link by using a dynamic capabilities approach and upper echelon perspective, indicating that younger managers can adopt a more holistic approach towards sustainable practices which can enhance the environmental, social and economic performance of firms. This implies that the relationship between manager’s age and sustainable performance can be explained through sustainable entrepreneurial orientation (SEO) which can play a key role in setting organizational direction towards sustainable development and achieving sustainable business performance. This study contributes to the literature by examining the role of SEO in the relationship between the manager’s age and sustainable performance. This research will help practitioners recognize the importance of minimizing environmental and social problems generating due to organizational production activities. This will lead to profit generation as well as value creation for nature and the local community.

An Introduction to the Green IT Balanced Scorecard as a Strategic IT Management System

2011 ◽  
pp. 126-152 ◽  
Author(s):  
Yulia Wati ◽  
Chulmo Koo
Keyword(s):  
Competitive Advantage ◽  
Balanced Scorecard ◽  
Environmental Sustainability ◽  
Business Strategy ◽  
Business Performance ◽  
Business Strategies ◽  
Management Tool ◽  
Sustainable Business ◽  
Green It ◽  
Environmental Aspect

This chapter introduces the Green IT Balanced Scorecard by incorporating an environmental aspect of technology into the scorecard measurement method. The authors conceptualized the Green IT balanced scorecard as “a nomological management tool to systematically align IT strategy with business strategy from an environmental sustainability perspective in order to achieve competitive advantage.” The objectives of the Green IT balanced scorecard include the measurement of technology performance via the effective integration of environmental aspects, the investigation of both tangible and intangible assets of Green IT investment, the alignment of IT performance and business performance, and the transformation of the results into competitive advantage. This concept offers a new possibility for both practitioners and researchers to translate their sustainable business strategies into Green IT actions.

Moving Forward a Parsimonious Model of Eco-Innovation

2020 ◽  
pp. 111-124
Author(s):  
Yudi Fernando ◽  
Wen Xin Wah
Keyword(s):  
Operations Management ◽  
Environmental Sustainability ◽  
Business Performance ◽  
Economic Benefits ◽  
Sustainable Business ◽  
Unit Of Analysis ◽  
Sustainability Issue ◽  
Research Findings ◽  
Parsimonious Model ◽  
The Impact

Complexity of sustainability issue in operations management leads this study to determine a parsimonious model of eco-innovation. Most of research findings have been emphasized on the effect of innovation on company's economic benefits. However, there is inadequate study in respect to eco-innovation and impact to business and environmental sustainability. This is causing a lack of study on this topic. The paper focuses on determinants of drivers of eco-innovation and seeks the impact to the outcome of sustainable business performance. Content analysis is used in order to explain phenomena of eco-innovation in operations management and categorize the determinants of drivers. The unit of analysis of this study is driver or factor of eco-innovation which commonly uses in entire articles. The scope of review encompassed articles published during 1994 to 2012. Results indicate that a parsimonious model of eco-innovation was consisted of five drivers. More comprehensive and robust findings could be obtained by testing this model and broadening the scope of study.

The interplay effects of skill-enhancing human resources practices, customer orientation and tourism SMEs performance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Shpresim Domi ◽  
Fabjola Domi
Keyword(s):  
Human Resources ◽  
Structural Equation ◽  
Customer Orientation ◽  
Equation Modeling ◽  
Content Type ◽  
Face To Face ◽  
Hr Practices ◽  
And Performance ◽  
Performance Results

Purpose The purpose of this paper is to examine the interplay of skill-enhancing human resources practices, customer orientation (CO) and tourism small- and medium-sized enterprises (SMEs) performance indicators. Design/methodology/approach Data for 194 valid cases are gathered through face-to-face techniques in Albanian tourism SMEs. Structural equation modeling is implemented to analyze data and test the hypothesis proposed. Findings Overall, both skill-enhancing human resources (HR) practices (i.e. recruitment/selection and training) are not associated with SMEs performance. Results suggest that using HR selection/recruitment practices are not associated to SME’s CO. Contrary, implementing skill-enhancing HR training practices is significant for SMEs strategy to focus and address customers’ wants and needs. Finally, it was found that the CO mediates the relationship between skill-enhancing HR training practices and performance, but this was not true on the skill-enhancing HR recruitment/selection practices-performance relationship. Originality/value This study makes contributions by further informing the debate about the direct and indirect link between skill-enhancing HR practices and performance. Additionally, it examines the precise role of the skill-enhancing HR practice on SMEs’ culture and or strategy to create value for customers.

scholarly journals Production Logistics Visibility – Perspectives, Principles and Prospects

2020 ◽  
Author(s):  
Ravi Kalaiarasan ◽  
Jan Olhager ◽  
Magnus Wiktorsson ◽  
Yongkuk Jeong
Keyword(s):  
Environmental Sustainability ◽  
Business Performance ◽  
Production Systems ◽  
Resource Planning ◽  
Future Research ◽  
Accurate Information ◽  
Material Management ◽  
Production Logistics ◽  
Network Status

Globalisation, competitive markets and increasing sustainability requirements are demanding companies to focus on visibility to improve their supply chains and ultimately their businesses. This paper aims to identify perspectives, principles and prospects of production logistics visibility (PLV). The study is based on a literature review of articles presenting definitions, development trends and the future role of PLV. It is concluded that visibility is generally defined by availability, quality, accessibility and usefulness of information. PLV could refer to the extent to which actors within the production systems have access to timely and accurate information considered useful to their operations. According to the findings, antecedents of PLV include digitalisation, IoT and connectivity. These steps are required to turn data into meaningful information that can be used for decision making in production and logistics setting to improve operational and business performance. Furthermore, to fully benefit from PLV, there has to be an integration of external and internal perspectives. Concluding, the paper defines future research efforts including four lines of exploration and development: (1) Intra-site visibility for material management including dynamic synchronisation, takt and resource planning. (2) Supply-oriented visibility for dynamic status and prediction of supply network status. These two initial lines of enquiry should include the perspectives of stakeholders, parameter, enabling technologies and potential impact. (3) A synthesised framework for Production Logistics Visibility, relying on utilizing antecedents and enabling multi-criteria decision in production logistics based on visibility, where performance in terms of efficiency, sustainability and flexibility is ensured. (4) To specifically detail and exploit the potential in production logistics visibility in the aspect of environmental sustainability and closed material and product loops.

A Study of Employee's Work-Life Balance in Indonesia: The Effect of Human Resources Practice and Perceived Organizational Support

2020 ◽  
Vol 11 (1) ◽  
pp. 12-12
Author(s):  
Arif Partono Prasetio ◽  
Romat Saragih ◽  
Bachruddin Saleh Luturlean
Keyword(s):  
Human Resources ◽  
Organizational Support ◽  
Perceived Organizational Support ◽  
Work Life ◽  
Private Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Hr Practices ◽  
The Impact

This empirical research was conducted to examine the impact of effective human resource practice and perceived organizational support in improving employee work-life balance in Indonesia. The study sample consisted of 363 employees worked in Bandung and Jakarta. Sample was selected using nonprobability method. We testing the mediation role of perceive organizational support between effective HR practices and work-life balance at individual levels. This study helps explain the work and life interaction among employees by analyzing the level of suport from organization. SPSS with Macro Process was used to test the relation. Participants presume that organization already practice effective HR policies and gave adequate support to do the job. Employee also develop higher balance between work and private life. It seems such balance was formed by the organization involvement. Our findings support the statement that the relation of effective HR practices and work-life balance is mediated by employee's regarding organizational support. Management should focus on developing human resources policies that regards as promoting support for employees. Keywords: Human Resources Practice, Perceived Organizational Support, Work-Life Balance

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