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Open Access
Article
Publication date: 5 October 2018

Charbel Jose Chiapetta Jabbour and Douglas William Scott Renwick

The purpose of the paper is to present a discussion on the “soft and human” side of building environmentally sustainable organizations, a flourishing management subfield called…

2969

Abstract

Purpose

The purpose of the paper is to present a discussion on the “soft and human” side of building environmentally sustainable organizations, a flourishing management subfield called “green human resource management” (GHRM), which concerns alignment of people and environmental management objectives of organizations.

Design/methodology/approach

The authors reviewed some of the most relevant research results in GHRM.

Findings

In this paper, the authors define GHRM, its workplace-based practices and some recent developments’ evidence on the positive impact of it on firms’ ecological objectives. The authors conclude by detailing a new research agenda in GHRM.

Originality/value

The authors conclude by detailing a new and contemporary research agenda in GHRM.

Details

RAUSP Management Journal, vol. 53 no. 4
Type: Research Article
ISSN: 2531-0488

Keywords

Article
Publication date: 22 November 2018

Silvana de Souza Moraes, Charbel Jose Chiappetta Jabbour, Rosane A.G. Battistelle, Jonny Mateus Rodrigues, Douglas S.W. Renwick, Cyril Foropon and David Roubaud

Drawing on the ability–motivation–opportunity theory applied to the greening of service industries, this paper aims to analyze the extent to which green human resource management…

1229

Abstract

Purpose

Drawing on the ability–motivation–opportunity theory applied to the greening of service industries, this paper aims to analyze the extent to which green human resource management plays a role in the adoption of eco-efficiency principles in the financial sector. Environmental knowledge management represents one of the key green human resource management components.

Design/methodology/approach

This study conducted a survey with 178 employees working within one of the largest financial banks in Brazil, which has been investing in eco-efficiency for more than ten years.

Findings

On the basis of structural equation modelling, this study has provided the following findings: Among all factors taken into consideration in this study, only environmental training positively influences eco-efficiency; training may be suffering owing to barriers associated with empowerment and teamwork; the eco-efficiency program of the studied company would get benefits if it provided more autonomy to employees; and finally, the eco-efficiency program of the studied bank could be more effective if connected with green teams.

Originality/value

To date, this is the first work that relates – with empirical evidence from Brazil – GHRM and eco-efficiency in the financial service industry.

Details

Journal of Knowledge Management, vol. 23 no. 9
Type: Research Article
ISSN: 1367-3270

Keywords

Open Access
Article
Publication date: 30 April 2021

Samuel Ogbeibu, Charbel Jose Chiappetta Jabbour, John Burgess, James Gaskin and Douglas W.S. Renwick

Congruent with the world-wide call to combat global warming concerns within the context of advancements in smart technology, artificial intelligence, robotics, algorithms (STARA)…

10637

Abstract

Purpose

Congruent with the world-wide call to combat global warming concerns within the context of advancements in smart technology, artificial intelligence, robotics, algorithms (STARA), and digitalisation, organisational leaders are being pressured to ensure that talented employees are effectively managed (nurtured and retained) to curb the potential risk of staff turnover. By managing such talent(s), organisations may be able to not only retain them, but consequently foster environmental sustainability too. Equally, recent debates encourage the need for teams to work digitally and interdependently on set tasks, and for leaders to cultivate competencies fundamental to STARA, as this may further help reduce staff turnover intention and catalyse green initiatives. However, it is unclear how such turnover intention may be impacted by these actions. This paper therefore, seeks to investigate the predictive roles of green hard and soft talent management (TM), leader STARA competence (LSC) and digital task interdependence (DTI) on turnover intention.

Design/methodology/approach

The authors used a cross-sectional data collection technique to obtain 372 useable samples from 49 manufacturing organisations in Nigeria.

Findings

Findings indicate that green hard and soft TM and LSC positively predict turnover intention. While LSC amplifies the negative influence of green soft TM on turnover intention, LSC and DTI dampen the positive influence of green hard TM on turnover intention.

Originality/value

Our study offers novel insights into how emerging concepts like LSC, DTI, and green hard and soft TM simultaneously act to predict turnover intention.

Article
Publication date: 24 September 2020

Charbel Jose Chiappetta Jabbour and Doug Renwick

Abstract

Details

International Journal of Manpower, vol. 41 no. 7
Type: Research Article
ISSN: 0143-7720

Article
Publication date: 24 April 2009

Douglas Renwick

The purpose of this paper is to detail the origins (or antecedents) of employee wellbeing (EWB) in Brazil.

1736

Abstract

Purpose

The purpose of this paper is to detail the origins (or antecedents) of employee wellbeing (EWB) in Brazil.

Design/methodology/approach

The paper examines and analyses historical data in diachronic mode to reveal the origins (antecedents) of EWB in Brazil, and details factors from them arising.

Findings

Numerous factors emerge regarding the origins of EWB in Brazil, including, inter alia, traditions of landed estates employing slaves and countryside workers; historical social protest movements; a lack of free association for labour movements and rights associated with them; union recognition providing freedoms and protections in the employment relationship; pro‐worker political institutions emerging; worker campaigns for better quality of working life; a history of exclusion of worker interests by state bodies (and worker resistance to it); a need for worker representatives to gain political office to increase worker‐related discourse; contradictory results arising from relatively recent government policies; and new concerns, and enabling/restricting factors in EWB.

Research limitations/implications

The paper provides a backdrop within which the context of, and future prospects for, EWB in Brazil can be assessed. Limitations are issues of cultural translation apply to the Brazilian context.

Originality/value

Historical data to contextualise EWB in Brazil, an under‐researched topic, is provided in the paper.

Details

Employee Relations, vol. 31 no. 3
Type: Research Article
ISSN: 0142-5455

Keywords

Content available
Article
Publication date: 24 April 2009

Douglas Renwick

452

Abstract

Details

Employee Relations, vol. 31 no. 3
Type: Research Article
ISSN: 0142-5455

Article
Publication date: 3 July 2009

William Hunter and Douglas Renwick

The paper seeks to detail the formal and informal aspects of involving line managers in human resource management (HRM).

3391

Abstract

Purpose

The paper seeks to detail the formal and informal aspects of involving line managers in human resource management (HRM).

Design/method/approach

The investigation was conducted by interviewing line managers at one work organisation.

Findings

Formally, line managers state that they accept their HR roles, are competent in HRM, and have time/support to do it effectively, but informally do not place much reliance on written HR policies, revealing a degree of “loose coupling” between the formal/informal elements of their involvement in HRM.

Research limitations/implications

Future research could ascertain if the findings herein on the formal and informal development of managers by their seniors and peers in HRM are common to other work organisations. Limitations are that this is a single case relying on qualitative data, meaning issues of generalisability of findings arise.

Practical implications

It may be of benefit to discover to what extent the informal internal networks line managers use to make decisions in HRM occur in other work organisations.

Originality/value

The paper contributes to the existing knowledge by providing empirical data on the formal and informal aspects of involving line managers in HRM in an under‐researched context (a small British non‐profit organisation without a HR function), which adds to the literature on actual line management practices in HRM.

Article
Publication date: 1 April 2000

Douglas Renwick

States that in respect of organizations’ attempts to devolve operational HR management to line managers, and the reconfiguration of HR work in general, one area of HR work that…

4482

Abstract

States that in respect of organizations’ attempts to devolve operational HR management to line managers, and the reconfiguration of HR work in general, one area of HR work that has received relatively little attention is the state of work relations between HR and line managers involved in the operation and execution of HR policy. Any research that has been done has often been a‐theoretical. Reviews the literature in the field and examines the themes raised by means of an exploratory pilot case study. The case findings are that conflictual relations are seen to exist, but are seen to be negated by moves towards more consensual relations by both parties. Concludes that it is useful to seek to derive a wider research agenda than that which presently exists for HR‐line work relations (especially the need for further case work), and to stress the need for further theory development in the field, so as to examine consensual theories’ explanations of why such developments are occurring.

Details

Employee Relations, vol. 22 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 24 April 2009

Pramila Rao

The purpose of this paper is to examine the role of national cultural dimensions on staffing practices in Mexico – a major player in Latin America. US multinationals are…

4195

Abstract

Purpose

The purpose of this paper is to examine the role of national cultural dimensions on staffing practices in Mexico – a major player in Latin America. US multinationals are increasing their presence in Mexico and staffing practices seem to be a great challenge.

Design/methodology/approach

This conceptual paper uses the national cultural dimensions of the GLOBE project, which is identified as the most topical theoretical framework on culture. The national cultural scores are used to develop hypotheses for specific cultural dimensions of power distance, uncertainty‐avoidance, in‐group collectivism, gender egalitarianism, and performance‐orientation. Examples from the literature are also used to strengthen the proposed hypotheses.

Findings

This research identifies staffing practices such as internal recruitment, personal references, succession planning, psychometric tests, and elaborate bio‐data associated with these cultural dimensions. Also, certain staffing practices, such as e‐recruitment and panel interviews, are not very predominant in the Mexican culture.

Research limitations/implications

Future research can empirically test the hypotheses proposed.

Practical implications

This study will help multinationals understand why Mexican organisations use certain staffing practices and how multinationals can adapt to these culturally bound practices.

Originality/value

While staffing studies usually look at power‐distance, uncertainty‐avoidance, and collectivism as predictors for staffing, this paper has included cultural dimensions, such as performance‐orientation and masculinity‐femininity as predictors for staffing practices. This study also proposes a staffing model identifying staffing practices to the cultural dimensions.

Details

Employee Relations, vol. 31 no. 3
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 1 June 2003

Douglas Renwick

This paper assesses the role of human resource (HR) managers adopting a strategic role and devolution of HR work to the line in work organisations, and details interviews with 46…

17879

Abstract

This paper assesses the role of human resource (HR) managers adopting a strategic role and devolution of HR work to the line in work organisations, and details interviews with 46 line managers drawn from an exploratory study in three work organisations in the UK over a two‐year period. The study finds that HR managers can be seen to be both engaging in the process of enhancing employee wellbeing at work, and also acting against it. The conclusions drawn are that, while the advantages to employee wellbeing through adopting a strategic HR approach led by HR managers and devolution of HR work to the line are numerous, the potential costs to employee wellbeing are also significant. The latter must be addressed by organisations if future employee commitment to these organisations is to be secured.

Details

Personnel Review, vol. 32 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

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