Big Kim Chen - Academia.edu (original) (raw)

Papers by Big Kim Chen

Previously, the successfulness of a firm is measured by the advancement of economic value. Howeve... more Previously, the successfulness of a firm is measured by the advancement of
economic value. However, today, the firm should consider to reduce the impact of
industry footprint and give significance to social and environmental factors, together
with economic factors and financial means to enable the firm to be profitable and at
the same time protecting the environment. Businesses that understand the importance
of their relationship with the communities in which it operates, and its impact on the
environment, will be a success in the long run. Therefore, firms develop many approaches
and systems for managing the environment through the use of less polluting materials,
product design initiatives, and reduce packaging material and energy consumption.
Environmental management initiatives can be a measurement of environmental
performance (EP), which became an important performance benchmark in the firm,
as well as financial indicators of business firms. One of the major strategies for the
enhancement of environmental performance is the advent of an innovative strategic
maneuver named green human resource management (HRM) practices. Green HRM
practices are expected to form firms that focus on environmental, emphasize human
capital and hiring employees who have extensive knowledge about the environment,
provide training on the skills and capabilities in technology and innovation, also provide
rewards and incentives to create a successful environmental management. Therefore,
this paper uses Ability–Motivation–Opportunity (AMO) theory towards recognition
the significant HRM parts that drive an influence on the EP.

Previously, the successfulness of a firm is measured by the advancement of economic value. Howeve... more Previously, the successfulness of a firm is measured by the advancement of
economic value. However, today, the firm should consider to reduce the impact of
industry footprint and give significance to social and environmental factors, together
with economic factors and financial means to enable the firm to be profitable and at
the same time protecting the environment. Businesses that understand the importance
of their relationship with the communities in which it operates, and its impact on the
environment, will be a success in the long run. Therefore, firms develop many approaches
and systems for managing the environment through the use of less polluting materials,
product design initiatives, and reduce packaging material and energy consumption.
Environmental management initiatives can be a measurement of environmental
performance (EP), which became an important performance benchmark in the firm,
as well as financial indicators of business firms. One of the major strategies for the
enhancement of environmental performance is the advent of an innovative strategic
maneuver named green human resource management (HRM) practices. Green HRM
practices are expected to form firms that focus on environmental, emphasize human
capital and hiring employees who have extensive knowledge about the environment,
provide training on the skills and capabilities in technology and innovation, also provide
rewards and incentives to create a successful environmental management. Therefore,
this paper uses Ability–Motivation–Opportunity (AMO) theory towards recognition
the significant HRM parts that drive an influence on the EP.