Factors Contributing Green Human Resource Management: With Reference to Rashtriya Ispat Nigam Ltd., Visakhapatnam, A.P., India (original) (raw)

2021, United International Journal for Research & Technology (UIJRT)

Abstract

Recently, there has been noticed expanding mindfulness inside business networks on the meaning of becoming environmentally viable and embracing different environment management strategies. As the corporate world is going worldwide, the business is encountering a shift from a conventional financial structure to a modern capacity-based economy that is ready to explore green economic facets of the business. Today, Green Human Resource Management (GHRM) has become a key business methodology for the critical associations where Human Resource Departments have a functioning influence in practising environmental awareness at the workplace. In India steel industry is one of the major public sector industries; where there is immediate attention needed for going green. In this context current article investigates factors contributing to Green HRM in the study area.

Figures (2)

Values of different fit indices; GFI, IFI, CFI, NFI greater than 0.9 considered as good fit and RMSEA values 0.05 or less indicates close to fit, between 0.05 to 0.08 indicates reasonable fit and values between 0.08 to 0.10 show marginal fit (Kline, 2001). Structural Equation Modelling (SEM) is conducted with all five variables and data shows that in select universities df= 4.196, GFI= .952, NFI= .983, IFI= .985, TLI= .977, CFI= .985, RMSEA= .068 the model is improvised after allowing modification indices. modification indices. RMSEA= .068 the model is improvised after allowing

Values of different fit indices; GFI, IFI, CFI, NFI greater than 0.9 considered as good fit and RMSEA values 0.05 or less indicates close to fit, between 0.05 to 0.08 indicates reasonable fit and values between 0.08 to 0.10 show marginal fit (Kline, 2001). Structural Equation Modelling (SEM) is conducted with all five variables and data shows that in select universities df= 4.196, GFI= .952, NFI= .983, IFI= .985, TLI= .977, CFI= .985, RMSEA= .068 the model is improvised after allowing modification indices. modification indices. RMSEA= .068 the model is improvised after allowing

Perceptions on Green Recruitment

Perceptions on Green Recruitment

Loading...

Loading Preview

Sorry, preview is currently unavailable. You can download the paper by clicking the button above.

References (4)

  1. Fiza Amjad& Waseem Abbas& Muhammad Zia- UR-Rehman & Sajjad Ahmad Baig1 & Muhammad Hashim & Ayesha Khan& Hakeem-ur-Rehman (2020). Effect of green human resource management practices on organizational sustainability: the mediating role of environmental and employee performance. Environmental Science and Pollution Research, https://doi.org/10.1007/s11356-020-11307-9
  2. Guiyao Tang, Yang Chen, Yuan Jiang, Pascal Paille and Jin Jia (2017). Green human resource management practices: scale development and validity. Asia Pacific Journal of Human Resources. doi:10.1111/1744-7941.12147
  3. Lieli Suharti and Agus Sugiarto (2020). A Qualitative Study of Green HRM Practices and Their Benefits in the Organization: An Indonesian Company Experience. Business: Theory and Practice, 21(1): 200-211
  4. Shafaei, A., Nejati, M. and Mohd Yusoff, Y. (2020), "Green human resource management: A two-study investigation of antecedents and outcomes", International Journal of Manpower, Advanced online publication. https://doi.org/10.1108/IJM-08-2019-0406