Exploring the nexus between GSCM and organisational culture: insights on the role of supply chain integration

Purpose This paper aims to investigate the interlinks between different forms of organisational culture (OC), supply chain (SC) integration, green supply chain management (GSCM) practices. It adopts a green human resource management (GHRM) perspective on knowledge, skills and abilities (KSAs) dynamics to shed light on the drivers that facilitate the implementation of green practices along with the SC. Design/methodology/approach The study adopts a quantitative approach through a survey administered to 381 formally appointed Italian SC managers, combining two methodological approaches, namely, the collection of self-reported information regarding the perceived OC, SC integration and GSCM practices in respondent’s organisations and an experimental design aimed at collecting the expected links between GHRM and the firm’s performance in different neutral conditions. Findings The results highlight that it is necessary to observe the disaggregated paths that link the different types of OC and dimensions of SC integration to benefit from a path-specific rationale for each GSCM practice. Insights on how different dimensions of SC integration mediate the relations between different OCs and GSCM practices, in the light of the role played by KSAs in the pursuit of the firm’s sustainable performance, reveal the relative importance of establishing strong relationships with customers and among the actors involved in the production process. Practical implications This paper provides directions for collaboration among SC and HR managers in the pursuit of GSCM. Originality/value This paper adopts an original classification of both OC and SC integration, identifying the existence of previously unrevealed nexuses. Additionally, it provides an original contribution to the extant literature by separately analysing each GSCM practice and, thus, offering detailed insights on their drivers.

Systematic mapping of green human resource management: Bibliometric analysis

This study discusses the trend about green human resource management (GHRM) conducted by researchers in international scope. This study aims to understand: (a) the distribution and research links about GHRM in the last 5 years; (b) the level of productivity of GHRM researchers; and (c) the distribution map and international publication of GHRM research according to the keywords. The data collection is done by conducting a data search through Scopus using the keywords of ‘strategic human resource management with the category, article title, abstracts, and keywords during the last five years (2016-2021). The data choice is only based on the articles that have been published and focused on the field of business, management, and accounting. The data is then exported into CSV (comma-separated values) format. The trend of the development of international publications in the GHRM field is analyzed using VosViewer software. The research results show that the development of the instrumentation field in 2016-2021 indexed by Scopus has the highest occurrence in 2020, which reached 78 publications (29.66%). The international publication of the GHRM field is mostly published by the Journal of Cleaner Production, while the most productive author in GHRM is Charbel Jose, Chiapetta Jabbour.

Green Human Resource Management

This chapter explores the vital role of human resource departments in organisations and their contributions towards environmental sustainability in the nations of sub-Saharan Africa. It posits that the role of HR in recruitment, training and development, learning, rewards, employee relations, and appraisal of employee performance should be conducted with environmental sustainability in mind. It affirms that instilling a culture of environmental awareness into every activity of organisations has a great return on productivity, attracting the best talents, and minimizing the harm of environmental degradation. It contends that organisational policies and behaviour on environmental responsiveness should be of greatest priority to the 21st-century businesses in sub-Saharan Africa.

Human Resources Management for Sustainable Sea Tourism

This chapter proposes an analysis of the relationship between HRM and the sustainable development of organizations in the coastal and maritime tourism sector. Tourism has contributed to both GDP and employment increases, mainly in countries with coastal areas. Tourism growth in coastal and maritime areas negatively impacts the landscape and environment in the various coastal regions, raising pressures to go green. Two factors that have delayed the existence of comprehensive studies in this sector is the enormous diversity of activity areas covered and the pluridimensionality of this theme. The goal of green human resource management is to promote the performance of organizational environment through greater involvement and employee's commitment to the environment. This chapter develops and deepens the analysis of the relationship between green human resource management and the sustainable development of organizations in coastal and maritime tourism and environmental sustainability.

Green Human Resource Management Practices and Organisational Sustainability

Researchers and practitioners have argued that human resource management practices have a positive impact on environmental outcomes. This is because green human resource management practices enhance a firm's environmental performance. Although studies do not explain how green initiatives can enable organisational sustainability, this chapter examines the influence of green human resource management practices on organisational sustainability in the context of Nigeria. The chapter adopted a discourse content analysis as a method of data collection. The chapter holds that organisational sustainability relies on green training intervention as the means of understanding and redressing the human environment with a view to achieving and sustaining a better quality of life. Conclusively, green human resource management practices target protecting the ecosystem, among others. The chapter recommended that sustainability could be achieved through employee green behaviour and eco-innovation at the industrial level.

AN INVESTIGATION ON ROLE OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ON SUSTAINABLE DEVELOPMENT OF ORGANIZATIONS

Sustainability is the main problem of organizations. Due to environmental uncertainty and human negligence lot of issues related with environment are increasing day by day. That is why implementing green policies and initiating green activities are crucial for organizations to attain competitive advantage and sustainability. The purpose of the existing study was to determine direct link between GHRM and sustainable development. For this drive, survey from 416 respondents was conducted. Those organizations that have awareness of environmental issues and have implemented and initiated green objectives were chosen for this study. The non-probability convenience sampling was used for selecting sample size. SPSS 25 was used. Exploratory factor analysis and reliability test were conducted the findings show the scales adopted are found valid and reliable. Further regression was run to test hypotheses; it shows that all predictor have impact upon criterion variables. Only green training has insignificant effect on environment sustainability while green RSL, GT and green rewards also does not have impact on social performance.

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

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

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

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.