scholarly journals Green Human Resource Management: A Literature Review

2021 ◽  
Vol 1 (2) ◽  
pp. 78-91
Author(s):  
Cahya purnama Cahya
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Common Good ◽  
Developing Economies ◽  
Global Business ◽  
Bottom Line ◽  
Tannery Industry ◽  
Green Human Resource Management

Over the past 10–15 years, the global business context has changed rapidly, and many organizations are now seen to be pursuing multiple purposes. Consequently, they are redefining success in more sustainable terms of Triple Bottom Line, Quadruple Bottom Line, and common good outcomes, not just financial criteria. Green human resource management (GHRM) is an arising issue for the tannery industry in the context of developing economies, as the tannery industry can be seen as one of the highest polluting industries on earth, it becomes imperative for the industry to implement GHRM practices for greening the workforce. For every country, macroeconomic sustainability is the main aim of improving the social welfare of the people, therefore, environmental performance needs to be improved without reducing the financial growth. The objective of this research is to determine the factors associated with non-performing loans. I presented a literature study using a systematic literature review of relevant publications and as a result of this process, 14 articles are included and then examined the bibliographical references to check the validity of the inquiry and to avoid any potential omissions. I identify several variables that are affected by GHRM. I find no outside variables, and strongly suggest research for outside variables.

Antecedents for greening the workforce: implications for green human resource management

2019 ◽  
Vol 41 (7) ◽  
pp. 1135-1153 ◽  
Author(s):  
Md. Abdul Moktadir ◽  
Ashish Dwivedi ◽  
Syed Mithun Ali ◽  
Sanjoy Kumar Paul ◽  
Golam Kabir ◽  
...  
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Developing Economies ◽  
Structural Modeling ◽  
Interpretive Structural Modeling ◽  
Content Type ◽  
Tannery Industry ◽  
Green Human Resource Management ◽  
The Impact

Purpose Green human resource management (GHRM) is an arising issue for the tannery industry in the context of developing economies. As the tannery industry can be seen as one of the highest polluting industries on earth, it becomes imperative for the industry to implement GHRM practices for greening the workforce. In this context, the purpose of this paper is to focus on antecedents that will support the implementation of GHRM practices in the tannery industry supply chain. Design/methodology/approach In this study, an expanded literature review was organized to establish antecedents for implementing GHRM practices. The total interpretive structural modeling (TISM) technique is employed to explore interactions among the identified antecedents. Furthermore, Matriced Impact Croises Multiplication Applique analysis was conducted for determining the driving-dependence power of each antecedent. Findings The results revealed that “green selection facility,” “green recruiting facility,” “green organizational culture,” “green purchasing,” “green strategy towards ES,” “regulatory forces towards ES” and “top management commitment towards greening the workforce” are the key antecedents for the exercise of GHRM practices in the tannery industry. Practical implications The proposed model might support decision makers to understand the interactions among the antecedents of GHRM practices. This model will help managers to understand the impact of one antecedent on another prior to the implementation of GHRM practices in the tannery industry. Originality/value In this study, the author(s) propose a new version of the interpretive structural modeling approach (ISM), named the TISM technique, for determining the contextual interactions between GHRM initiative antecedents that are very new in the existing literature.

The Mediating Role of Employers Attractiveness and Prestige on Job Aspirants Perception Towards Green Employee Relations in Malaysia

2021 ◽  
Vol 40 (1) ◽  
Author(s):  
Diane Christine Fernandez ◽  
Jaya Ganesan ◽  
Jian Ai Yeow
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Undergraduate Students ◽  
Developing Economies ◽  
Private Higher Education ◽  
Employee Relations ◽  
Green Human Resource Management ◽  
The Impact ◽  
The Relationship

The key objectives of this study are to examine the relationship between Green Employee Relations and Job Pursuit Intentions as well as the mediating roles of Employers’ Attractiveness and Employers’ Prestige. This study is useful in determining the impact of green growth in developing economies such as Malaysia. Employing Business fields undergraduate students from private Higher Education Institutions in Malaysia as the research sample where a total of 216 responses were collected for the study. For data analysis, SPSS and Smart PLS were utilized. Based on the bootstrapping approach, the results showed that the direct and mediating linkages were supported. This is where Green Employee Relations influenced the Job Pursuit Intentions, both Employers’ Attractiveness and Employers’ Prestige mediated the relationship respectively. The findings of this research offer empirical evidence to comprehend prospective job aspirants’ perception towards Green Employee Relations in influencing their Job Pursuit Intentions. Additionally, the study advances by contributing literature in the contemporary Human Resource Management area - Green HRM. Keywords: Green Human Resource Management, Green Employee Relations, Employers’ Attractiveness, Employers’ Prestige, Job Pursuit Intentions JEL Classifications :  J5, MO, M1

Focussed Areas in the Extant Literature of Green HRM

2021 ◽  
Vol 10 (1) ◽  
pp. 22-39
Author(s):  
Ella Mittal ◽  
Parvinder Kaur
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Natural Resources ◽  
Competitive Advantage ◽  
Human Resource ◽  
Triple Bottom Line ◽  
Major Focus ◽  
Bottom Line ◽  
Extant Literature ◽  
Green Human Resource Management

Sustainability is the important issue for most of the organisation for reaping the benefit of triple bottom line and competitive advantage. Green human resource management is one of the ways to attain the sustainability which also helps in attracting and retaining the young talent towards the organisation. The purpose of the present research is to study the concept of Green HRM with various dimensions and to investigate the mostly researched domain related to Green HRM. The study discussed the key and major focus areas in the literature in the context of GHRM as per the author's view to accomplish the stated objectives. The results of the study showed the manufacturing domain has been focused by most of the studies due to the direct consumption of natural resources more in this sector. Further, originality or practicality of the research lies as this research would be helpful to the HR practitioners to focus only on key areas to implement the concept of GHRM well in their respective organizations to formulate the competitive strategy to add value to their respective organizations.

Green human resource management

2019 ◽  
Vol 27 (7) ◽  
pp. 2005-2027 ◽  
Author(s):  
Jing Yi Yong ◽  
M.-Y. Yusliza ◽  
Olawole Olanre Fawehinmi
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Level ◽  
Future Research ◽  
Content Type ◽  
Individual Level ◽  
Online Databases ◽  
Green Human Resource Management

Purpose Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research. Design/methodology/approach The paper follows a systematic literature review approach. The selected journal articles are categorized on the basis of five focus areas in the Green HRM derived from the extant literature. Findings Research has grown significantly over the past 12 years that has focused on Green HRM. A total of 70 articles were reviewed and most of these articles employed quantitative method and were carried out in developing countries. Based on the five focus areas identified in this literature review, the performance outcome of Green HRM at both the organizational level and individual level received the greatest attention from the researchers. Research limitations/implications This paper is limited to a review of academic articles obtainable from online databases, containing the words “Green human resource management”, “Green HRM”, “Green human resource”, “Environmental HRM”, “Green training” and “Environmental training” in the title. Additionally, only papers from high quality, peer-reviewed journals were evaluated. Other academic sources such as books and conference papers were not included in this study. Originality/value The paper presents a structural overview of 70 peer-reviewed articles published in leading academic journals from 2007 until early 2019. This review provides an increased understanding of the existing state of current research, trends and future research directions in the Green HRM discipline.

scholarly journals How Does Research on Sustainable Human Resource Management Contribute to Corporate Sustainability: A Document Co-Citation Analysis, 1982–2021

2021 ◽  
Vol 13 (21) ◽  
pp. 11745
Author(s):  
Astrid Kainzbauer ◽  
Parisa Rungruang ◽  
Philip Hallinger
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Citation Analysis ◽  
Human Resource ◽  
Corporate Sustainability ◽  
Turn Of The Millennium ◽  
Bottom Line ◽  
Bibliometric Review ◽  
Green Human Resource Management ◽  
Corporate Social

While the field of human resource management (HRM) has a long research tradition, the focus on sustainability has only gained momentum since the turn of the millennium. This bibliometric review examined key documents that inform scholarship in sustainable human resource management (S-HRM). The review identified 807 Scopus-indexed documents on sustainability in human resource management published between 1982 and 2021. Bibliometric analyses applied to this database included document citation and co-citation analysis to map peer-recognized documents. The review documented an emerging knowledge base that is global in scope with contributions from a variety of regions in the world. Three ‘invisible colleges’ emerged in the visual map of co-cited documents. These include green human resource management (Green HRM) with a focus on environmental aspects of sustainability, corporate social responsibility (CSR), and S-HRM with a focus on analyzing all three aspects of the triple bottom line of corporate output. These document analyses found that this emerging literature on S-HRM is heavily weighted towards environmental concerns. The authors recommend that greater attention be placed on the contributions that HRM makes to the human and social aspects of sustainability.

scholarly journals GREEN HUMAN RESOURCE MANAGEMENT AND GREEN HUMAN CAPITAL: A SYSTEMATIC LITERATURE REVIEW

2021 ◽  
Author(s):  
Muhammad SHOAIB ◽  
Roman ZÁMEČNÍK ◽  
Zuhair ABBAS ◽  
Mohsin JAVED ◽  
Asad Ur REHMAN
Keyword(s):  
Human Capital ◽  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Human Resource ◽  
Systematic Literature Review ◽  
Research Agenda ◽  
Future Research ◽  
Future Research Agenda ◽  
Green Human Resource Management

Purpose – green human resource management (GHRM) and green human capital (GHC) are relatively over- looked aspects in the existing literature of human resource management. Keeping in view, this systematic literature review attempts to highlight and explore its related avenues in the fresh domains of GHRM-GHC and provide a future research agenda for the development of knowledge. Research methodology – this study employs a systematic literature review methodology. The review analyses 25 studies especially focused on secondary data of peer-reviewed articles published in academic journals from 2008 to 2020. Findings – this study demonstrated that green HRM is imperative for the implementation of environmental sustain- ability. More importantly, green human capital is considered an important strategic tool for HR managers and policy makers for devising human resource policies. Research limitations – this study only focus on articles reported in high-quality research journals. However, other scholarly materials, such as books and conference articles have not been included in the review analyses. Practical implications – this study provides guidelines to policymakers and managers to pay attention towards environ- mental sustainability and future research agenda to carry out analytical and empirical research. Originality/Value – this study enhances the body of knowledge on GHRM field. This study provides a pathway for scholars to explore the emerging areas of human resource management such as green intellectual capital and green human capital to achieve sustainable development and competitive advantage.

scholarly journals Green Human Resource Management: An Evidence-Based Systematic Literature Review

2020 ◽  
Vol 12 (15) ◽  
pp. 5974 ◽  
Author(s):  
Paula Benevene ◽  
Ilaria Buonomo
Keyword(s):  
Resource Management ◽  
Literature Review ◽  
Human Resource Management ◽  
Performance Management ◽  
Human Resource ◽  
Systematic Literature Review ◽  
Future Research ◽  
Evidence Based ◽  
Green Human Resource Management

The United Nations’ report “Our Common Future” contributed to underline the crucial role of human resource management in strategically greening the organization and, in turn, economics and society at large. This awareness gave birth to green human resource management (GHRM). Despite the high number of papers addressing GHRM, this topic lacks a proper theoretical, methodological, and empirical systematization. A possible step towards a better understanding of GHRM is an evidence-based analysis of its practices’ outcomes. Developing these reflections and considerations, we conducted a systematic literature review on the evidence-based literature about the antecedents and outcomes of GHRM practices, following the PRISMA guidelines. We selected 48 papers. Most selected studies (n = 25) did not tackle single GHRM activities and processes. Studies considering specific GHRM areas tackled some dimensions more frequently (e.g., “training and development”, “performance management and appraisal”), while underrepresenting others (e.g., “Job analysis and description”). At the same time, selected studies focused on GHRM consequences for organizations, showing a high adherence to the ability, motivation, opportunity (AMO) theoretical framework. Suggestions for future research are provided.

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