A Review on Impact of Green Human Resource Management (GHRM) on Employee Engagement and Environmental Performance (original) (raw)
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A Study of Green HR Practices and Its Impact on Environmental Performance: A Review
The purpose of this study is to analyze the impact of Green Human Resource Management practices on environmental performance. For empirical investigation, instrument was adapted and distributed among 200 employees of green organizations. Convenient and snow ball sampling techniques were employed for data collection. This study elucidates that employees recruited on the basis of their environmental cognizance achieve higher grades of satisfaction when they are more involved in decisions and day to day operations. Moreover, this research proposes that organizations who want to increase their employee performance should put emphasis on training as it motivates them to achieve higher performance levels. This research project will help managers to improve organizational performance and achieve the targeted goals. The limitation faced in this study was lack of information and awareness about the topic and restricted number of firms was applying GHRM in its operations.
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As an emerging phenomenon, green human resource management (Green HRM or GHRM) means human resource management practices that enhance favorable environmental outcomes. Green HRM has become a widely accepted concept in today’s business world. The growing concern for the environment worldwide and the determination of international standards and protocols for the management of the environment have established the need for companies to adopt environmental policies and programs. The organizational setting is shifting its sight from a traditional structure to a modern capacity-based system that is expected to explore green facets of business as the corporate world is going global. With this emerging concept, it has been observed that the extant literature has to be extended further from the HRM functions perspective. The objective of this review is to explore the association between GHRM and corporate environmental performance, highlight some GHRM practices, and the relevance of GHRM to o...
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Growing concern for the environment compels organizations to adopt green human resource management practices. This includes green recruitment and selection, green training and development, green performance management and appraisal, green reward and compensation, and green empowerment to promote employees' pro-environmental behavior in the workplace. To a large extent, implementing green processes and policies results in increased efficiencies, cost reduction, employee retention, and improved productivity. Thus, undoubtedly, green human resource management is positively related and influential to employees' pro-environmental behavior; green involvement is crucial in improving the performance of environmental management systems; environmental knowledge moderates the effect of green human resource management practices; employee engagement partially mediates the association between green human resource management practices and individual green behavior; and green human resource management interplays the linkages amongst green transformational leadership, green innovation, and environmental performance.
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In response to a greater environmental awareness, organizations are concerned more and more about the “greening” human resource management (GHRM). Although the literature on GHRM has been extending, published studies have paid little attention to the research of GHRM and its contribution to employee commitment toward the environment, especially the interactions of GHRM practices, so far. Thus, to bridge this research gap, this study extends the Ability-Motivation-Opportunity and the Social exchange theories in the green context by investigating a new conceptual framework, which explores the indirect and interactive effects of GHRM practices (training, reward, and organizational culture) on employee environmental commitment. A quantitative study is conducted through a survey involving 209 respondents. Findings suggest that: (1) three GHRM practices are important tools in stimulating directly employees to commit to the environmental activities, (2) a two-way interaction of green train...
Sustainability, 2020
There is a growing awareness of green human resource management (GHRM) in the environmental sustainability research in hospitality and tourism literature. The extant literature also delineates review studies about GHRM. Despite the existence of these studies, there is still a paucity of research about a parsimonious model that includes the underlying mechanisms linking GHRM to multiple pro-environmental behaviors. In view of such a gap, using the ability-motivation-opportunity framework, social exchange theory, social information processing and reformulation of attitude theories, and the happy-productive thesis as the theoretical underpinnings, our study proposes a conceptual model of GHRM. Specifically, our study links GHRM to organizationally valued pro-environmental behaviors such as task-related pro-environmental behaviors, proactive pro-environmental behaviors, green recovery performance, and green voice behavior through the mediating roles of work engagement and job satisfacti...
Green Human Resource Management and Environmental Sustainability
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Purpose-The main purpose of this study is to understand the effect of green human resource management practices on environmental sustainability. Companies that have responsibility about environmental issues want to reach green goals. Therefore, green movement in human resources policies as recruitment, selection, training and development, performance evaluation can improve environmental performance of the organization. Methodology-In this study, we make theoretical suggestions for further studies to understand green human resources practices and its role in environmental sustainability. Findings-Organizational culture, structure and strategy should be shaped to enhance sustainable development in the organization. By this way, organization would be more engaged in social and environmental responsibilities by their organization' adaptation to green human resources practices. Conclusion-These implications are valuable to understand the human side of environmental management and its contribution to sustainable human resource management. Green human resources management (GHRM) which also develops corporate reputation can foster employees' involvement in environmental practices and make them motivated in green activities.
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Scholars have shown that green human resource management (GHRM) practices enhance a firm's environmental performance. However, existing studies fail to explain how GHRM initiatives can enable a green organisational culture or how such a culture affects the environmental performance and sustainable development of the firm. This paper examines the relationship between GHRM practices, the enablers of green organisational culture, and a firm's environmental performance. We conduct a largescale survey of 204 employees at Chinese manufacturing firms. Our findings suggest that proenvironmental HRM practices including hiring, training, appraisal, and incentivisation support the development of the enablers of green organisational culture. We suggest the key enablers of green organisational culture include leadership emphasis, message credibility, peer involvement, and employee empowerment. Our paper contributes to HRM theory in terms of originality and utility of research by explaining that the enablers of green organisational culture positively mediate the relationship between GHRM practices and environmental performance. Managers are provided with a detailed understanding of the GHRM practices needed to enable an organisational culture of environmentally aware employees. Finally, we address potential implications of this work for teaching green organisational culture to future generations of responsible managers.
Article , 2020
, A. (2019). Green human resource management and firm's environmental performance: Mediating role of employee commitment, green involvement and eco-friendly behaviour. Paradigms, 13(2), 1-9. The aim of this study is to assess the impact of green human resource management practices on environmental performances while considering organizational commitment, eco-friendly behavior and green involvement of employee, since these factors play pivotal role in making the environment "green". Globally, environmental concerns in producing goods are raising hence managers' needs to espouse the green human resource management policies and practices to make their firms' environment virtuous. Self-administered data from 148 employees were collected. Path analysis was used to assess the hypotheses of the study and mediating influence between green human resource and environmental performances. Results suggested that employee green involvement and employee eco-friendly behavior have a partial mediating effect whereas employee organizational commitment has not a mediating effect between the relationship of green human resource management and environmental performances. This research is significantly contributing since this would be the first empirical evidence in context of Pakistan and help managers in revisiting the HRM policies to make unpolluted environment.
Journal of Security and Sustainability Issues, 2020
Organizations have faced pressure from their stakeholders to adopt environmentally friendly business practices since the last few decades, which creates a major problem in front of their management to sustain their position in the highly competitive market. In order to retain its strategic image among the stakeholders' minds, there is a need to develop some green practices in its human resources department that boost its sustainability. In this paper, there is a brief description regarding how these green HRM bundles caused a major impact on environmental sustainable performance. Its independent variables are; green hiring, green training & involvement, and green performance management & compensation. While organizational citizenship behavior acts as a mediator between independent and dependent variables. An online survey-based quantitative data collection method is used where 402 participants' data is considered to apply the SPSS test i.e. structural equation modelling. The majority of the participants' results show that green performance management & compensation cause a major influence on organizational citizenship behavior and environmental sustainable performance. While green hiring has, the least impact and green training & involvement show the moderate outcome on the dependent and mediating variable. This study is an informative approach for the Indonesian healthcare sector and its management to make some efficient changes in its HR policies, and also this data will add value in the decision making process of this state policymakers and other research fellows. Indeed, this is important research, but there are also some limitations like lack of mixed research, and Indonesia state-based restricted research can affect the acceptability of this analysis. This gap can fulfill by upcoming scholars in their research journals.