scholarly journals Green human resouce management: a Theoretical review

2020 ◽  
pp. 39-47
Author(s):  
Oyun Tuul ◽  
Shao Jian Bing
Keyword(s):  
Environmental Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Management Practices ◽  
Environmental Issues ◽  
Business Executives ◽  
Environmental Management Practices ◽  
Green Human Resource Management

In the 21st century, environmental issues, such as climate change, global warming, and air pollution have become a hot topic in many developed and developing countries. At the same time, the proper use of natural resources and the conservation of the environment has become one of the vital issues. Environmental issues require special attention from governments, scientists, scholars, business executives, and even individuals. Therefore, for any business organization, there is a growing need to integrate environmental management into human resource management, which has been coined as the Green Human Resource Management (GHRM). Researchers have found that the implementation of GHRM policies and practices could effectively improve financial and environmental performance of organizations, improve their competitive advantage, as well as improve their reputation and image, while maintaining environmental management practices. However, it is being maintained that the term “GHRM” is a relatively new concept for academicians, scholars，and professionals. GRHM-related literature is generally found in western countries, however the concept of GHRM is yet to make its mark in Asia. Therefore, the aim of this research is to explore the concept of GHRM and to propose a model of GHRM and its outcome by reviewing the literature.

scholarly journals Policies and Practices of Green Human Resource Management

2019 ◽  
Vol 2 (2) ◽  
pp. 60
Author(s):  
Ira Gjika ◽  
Zana Koli
Keyword(s):  
Environmental Management ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Management Practices ◽  
Environmental Management System ◽  
Green Management ◽  
Green Approach ◽  
And Performance ◽  
Green Human Resource Management

Social responsibility and environmental management have been for some years at the focus for a lot of companies, which do consider them as important part of their strategy. Human resource management is one of the functional strategies and part of top management in the organizations capable of playing a particular role in crafting and implementing policies that contribute to the environmental management and responsibility. This orientation, recently recognized as “Green HRM”, is broadly elaborated in the worldwide HRM literature and closely related to the environmental management system. The companies do implement practices of HRM by orienting them towards the engagement of employees in green management. Processes like recruitment, selection, training and performance compensation are perceived and “modeled” in the light of green management practices. This paper intends to present the green approach of HRM in the theoretical framework, based on the existing literature, and also to evidence how Albanian organizations are grasping it.  The objective is to bring out the good practices of leader companies in green HRM as a mean to draw the attention of as many other organizations as possible to highlight the importance of this approach in activities that are both profitable and socially responsible.

scholarly journals Linking Green Human Resource Management Bundle to Environmental Performance in Malaysia’s Hotel Industry:The Mediating Role of Organizational Citizenship Behaviour Towards Environment

2019 ◽  
Vol 8 (9S3) ◽  
pp. 1625-1630
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Organizational Citizenship ◽  
Environmental Performance ◽  
Hotel Industry ◽  
Environmental Issues ◽  
Organizational Capabilities ◽  
Mediating Role ◽  
Green Human Resource Management

Recently, many businesses are transforming themselves from a conventional financial perspective to a competency based; strategic perspective. Sustainability is one of the main strategy aspects of present corporate world. Environmental issues have already been widespread as one of the main components of the business sustainability. Hence, numerous organizations in most of the industries are implementing a proactive and strategic environmental performance programs to gain competitive advantage such as green human resource management (GHRM). However, investment in GHRM practices will have not only a direct effect on environmental performance, but also an indirect effect through several mediating variables because of the nature underlying the green HRM practices concept. Studies in GHRM literature has paid scarce attention to the identification of preceding organizational capabilities that could inspire the adoption of environmental performance programs. Grounded by hotel industry in Malaysia as the hotel industry is one of the sectors which largely contribute to the environmental issues. This study utilized a research model to determine how the GHRM bundle through organizational citizenship behaviour towards environment (OCBE) will help to enhance the environmental performance in Malaysia’s hotel industry

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.

scholarly journals Green Human Resource Management Practices and Environmental Performance in Ghana: The Role of Green Innovation

2021 ◽  
Vol 4 (4) ◽  
pp. 100-119
Author(s):  
Isaac Ahakwa ◽  
Jingzhao Yang ◽  
Evelyn Agba Tackie ◽  
Mercy Asamany
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Management Practices ◽  
Equation Modeling ◽  
Green Innovation ◽  
Manufacturing Enterprises ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

Purpose- Protecting the natural environment and its wealth for future generations has become an essential topic for policymakers and executives. This study seeks to examine the impact of green Human Resource Management practices through green innovation on the environmental performance of small and medium-sized manufacturing enterprises in Ghana. Design/Methodology- Through simple random probability sampling, data were obtained from three hundred (300) business owners and employees from ten (10) small and medium-sized manufacturing enterprises in the Greater Accra Region of Ghana. However, two hundred and ninety-four (294) accurate responses were used in the analysis due to incomplete and missing figures. Data were analyzed using partial least squared based on Structural Equation Modeling (SEM). Findings- The studied data met internal consistency reliability, convergent, and discriminant validity from the results, and also, there was no multicollinearity issue in the study model. The findings revealed that green Human Resource Management practices directly and significantly influence environmental performance. Furthermore, green innovation partially mediated the influence of green Human Resource Management practices on environmental performance. Green compensation through green innovation has the most incredible impact on environmental performance and was statistically significant at p< 0.01. Practical Implications- This finding provides valuable suggestions for policymakers, emerging and existing organizations, particularly manufacturing firms, to encourage environmentally-friendly activities and produce goods and processes through a successful incentive scheme, thus increasing customer loyalty.

scholarly journals The Concept of Green Human Resource Management in Industry

2020 ◽  
Vol 4 (1) ◽  
pp. 28-35
Author(s):  
Riandy Mardhika Adif ◽  
Jufriadif Na`am ◽  
Novizar Nazir
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Environmental Performance ◽  
Management Practices ◽  
Hrm Practices ◽  
Green Performance ◽  
Human Resource Management Practices ◽  
Green Human Resource Management

The integration of environmental management into Human  Resource Management (HRM) is called Green HRM.  There is a growing need for the application of Green HRD in industry.  The objective of this review is to explore green human resource management practices of organizations in the industry based on the existing literature.  Based on this review, it is concluded that by understanding and increasing the scope and depth of green HRM practices, organizations can improve their environmental performance in a more sustainable manner than before. The green HRM practices are more powerful tools in making organizations and their operations in industry green. The green performance, green behaviors, green attitude, and green competencies of human resources can be shaped and reshaped through the adaptation of green HRM practices.

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