The Historical Role of Work Social Support and Corporate Social responsibility (CSR) and Innovation Capabilities

2021 ◽  
Vol 2 (2) ◽  
pp. 331-352
Author(s):  
Zeeshan Rasool ◽  
Jawad Iqbal ◽  
Ali Junaid Khan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Oil And Gas ◽  
Management Support ◽  
Environmental Orientation ◽  
Development Goals ◽  
Historical Role ◽  
Green Human Resource Management ◽  
Corporate Social

There has been very little research done on the topic of eco-friendly HRM practices in the oil and gas business, despite its theoretical importance. By looking at the causes and consequences of green human resource management in Pakistani oil and gas companies, we try to address this knowledge gap. The PLS approach was used to evaluate the data received from 121 managers. It was found that top-level management support and environmental orientation are prerequisites to implementing green human resource management. Second, we discovered that implementing green human resource management increased employee satisfaction with job, organizational commitment, and environmental performance. Because it provides new insights into green human resource management as well as a roadmap for accomplishing sustainable development goals, this study is important both theoretically and practically.

scholarly journals Influencing Mechanism of Green Human Resource Management and Corporate Social Responsibility on Organizational Sustainable Performance

2021 ◽  
Vol 13 (16) ◽  
pp. 8875
Author(s):  
Fuqiang Zhao ◽  
Manita Kusi ◽  
Yun Chen ◽  
Wei Hu ◽  
Fawad Ahmed ◽  
...  
Keyword(s):  
Corporate Social Responsibility ◽  
Resource Management ◽  
Social Responsibility ◽  
Human Resource Management ◽  
Human Resource ◽  
Equation Modeling ◽  
Manufacturing Companies ◽  
Sustainable Performance ◽  
Green Human Resource Management ◽  
Corporate Social

Sustainable organizational achievement of firms is the dominant approach in today’s world, with an inclination on improving profitability, social condition, and a healthy environment. Based on ability, motivation, opportunity (AMO), and stakeholder theories, this study explored the green human resource management (GHRM) and corporate social responsibility (CSR) mechanism towards sustainable performance achievement. A structured questionnaire survey from 305 samples was appropriate for the quantitative study on this research. Moreover, widely used structural equation modeling and analysis of moment structures (AMOS) was used to analyze the proposed structural model of the study. Findings from the study added significance to all posited hypotheses and validated the study model. The current study added literature to the body of knowledge on green human resource management practices and corporate social responsibility in the pursuit of improved performance towards society, the environment, and sustainability of construction firms. For future studies, the inclusion of industries such as transportation-based industries and manufacturing companies that contribute to development should be considered for broad learning.

scholarly journals What’s Next for Green Human Resource Management: Insights and Trends for Sustainable Development

2021 ◽  
Vol 16 (1) ◽  
pp. 181-194
Author(s):  
Muhammad Hamza Khan ◽  
Syaharizatul Noorizwan Muktar
Keyword(s):  
Sustainable Development ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Support ◽  
Individual Level ◽  
Competitive Edge ◽  
The Past ◽  
Novel Concept ◽  
Green Human Resource Management

The theme of green human resource management (GHRM) has got immense attention among researchers and professionals due to its potential to pacify environmental needs and simultaneously allowing firms to have win-win situation, hence achieving sustainable competitive edge over their rivals. In this context, a systematic review of 70 articles from the past 12 years (2008-2020) on green human resource management was conducted based on Scopus database in terms of (1) the reflections of green HRM, (2) execution of green HRM, (3) factors of green HRM, (4), Effects of green HRM. Results demonstrated that Green HRM is still in developing phase and a multidimensional paradigm with green training as an important element along with teamwork, management support, green organizational culture are the pioneer factors in ensuring sustainable development both at firm and individual level. Finally, this paper highlights the past, current and future endeavors in green HRM paradigm, sustainable development and serves as a guide for researchers who are new to this novel concept; it will also intensity their understanding about the productive journals, appropriate methodology, underpinning theories, sustainable development and substantial knowledge gaps.

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 Antecedents and Consequences of Green Human Resource Management in Oil and Gas Companies of Pakistan

2021 ◽  
Vol 3 (3) ◽  
pp. 339-351
Author(s):  
Ali Junaid Khan ◽  
Salyha Zulfiqar Ali Shah ◽  
Furrukh Bashir ◽  
Jawad Iqbal
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Management Practices ◽  
Oil And Gas ◽  
Performance Metrics ◽  
Critical Role ◽  
Green Human Resource Management ◽  
Oil And Gas Companies

Objective: The objective of this study is to look at the causes and consequences of green human resource management in Pakistani oil and gas companies. Methodology: The data is collected from Pakistani oil and gas corporations. The reason for concentrating on this business is that it practices the most environmentally friendly labor practices of any other The PLS approach is used to evaluate the data received from 121 managers. Findings: It has been found that top-level management support and environmental orientation are prerequisites to implementing green human resource management in this study. Second, it is also discovered that implementing green human resource management increase employee happiness, organizational commitment, and environmental performance. Because it provides new insights into green human resource management as well as a roadmap for accomplishing sustainable development goals, this study is important both theoretically and practically. Implications: Employees play a critical role in helping companies achieve environmental sustainability because they are the backbone of organizations and a significant source of competitive advantage by implementing green human resource management practices, such as establishing environmental performance metrics, training employees and rewarding them for their environmental performance, this can be achieved.

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