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1 – 10 of over 77000Eva Carmona‐Moreno, José Céspedes‐Lorente and Javier Martinez‐del‐Rio
The purpose of this paper is to analyze the moderating effect of environmental human resource management on the relationship between firms' environmental management practices and…
Abstract
Purpose
The purpose of this paper is to analyze the moderating effect of environmental human resource management on the relationship between firms' environmental management practices and competitive advantages of cost and differentiation.
Design/methodology/approach
CEOs of Spanish chemical firms were asked to respond to a questionnaire containing the measures of the study variables. The final sample consists of 94 firms and the hypotheses were tested using partial least square methodology.
Findings
Empirical evidence showed that companies with a high level of human resource environmental practices can benefit from the advantages in costs and differentiation derived from the implementation of pollution prevention technologies.
Originality/value
From a theoretical standpoint, the paper discusses the moderating role of environmental human resource management practices in the relationship between pollution prevention technologies and economic performance. Empirically, it provides evidence of the role of human resource management practices and proactive environmental management practices in supporting competitive advantages of cost and differentiation.
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Nhat Tan Pham, Hung Trong Hoang and Quyen Phu Thi Phan
Green human resource management (GHRM), seen as a current research trend, plays an important role in organizations’ sustainable development strategies. However, there is still a…
Abstract
Purpose
Green human resource management (GHRM), seen as a current research trend, plays an important role in organizations’ sustainable development strategies. However, there is still a research gap in the systematization and integration of the available GHRM-related knowledge to suggest detailed future directions. Thus, the purpose of this paper is to conduct a systematic literature review on GHRM aimed at proposing detailed research gaps and agendas for future study.
Design/methodology/approach
First, this work reviews 74 articles, including 61 research/empirical articles and 13 review articles, linked with the GHRM field from the Scopus and Web of Science databases. These publications are then coded and classified into ten categories before the main findings linked with GHRM knowledge are identified. Last, the study addresses existing research gaps and proposes detailed recommendations and a research framework for further studies.
Findings
Analysis of the relevant literature is presented in the following main sections: an overview that illustrates the existing findings related to GHRM coded and classified; a description that stresses research gaps and proposes in detail 16 recommendations; and a research framework that focuses on GHRM for a future research agenda.
Originality/value
This review is important for researchers orient the research in GHRM by identifying research gaps and providing detailed recommendations. It is the first work that proposes a full research framework for future studies, especially suggestions of development related to green behavior outside of organizations, the circular economy, and technology based perspectives/Industry 4.0.
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The purpose of this paper is to test a theoretical framework that examines the relationship of green human capital availability in the adoption of reverse logistics practices and…
Abstract
Purpose
The purpose of this paper is to test a theoretical framework that examines the relationship of green human capital availability in the adoption of reverse logistics practices and remanufacturing operations performance.
Design/methodology/approach
The conceptual framework for this study is drawn upon contingent resource based view theory. The hypotheses are tested by drawing 250 samples from automotive manufacturing firms operating in an emerging economy (South Africa) using questionnaires designed for a single respondent. The path modelling is performed using WarpPLS software.
Findings
Availability of green human capital is found to positively influence reverse logistics adoption and remanufacturing operations performance. Top management commitment exerts a moderating effect on the path availability of green human capital and reverse logistics adoption while it shows no-moderating effect on the path availability of green human capital and remanufacturing operations performance. Sustainability culture exerts a moderating effect on the path availability of green human capital and reverse logistics adoption. It also exerts a moderating effect on the path availability of green human capital and remanufacturing operations performance. Reverse logistics adoption is found to positively influence remanufacturing operations performance.
Practical implications
First, it is important that managers must focus on increasing the availability of green human capital in the organisation. Second, focus is required on reverse logistics adoption process. Third, focus must be given towards cleaner remanufacturing production methods. Fourth, senior management must exhibit commitment towards green projects. Finally, managers must focus on creating sustainability culture in the organisation.
Originality/value
The results provide further understanding of human resource management in managing reverse logistics adoption and remanufacturing operations.
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Charbel Jose Chiappetta Jabbour
The objective of this paper is to analyze the level of greening of HRM practices, organizational culture, learning, and teamwork in Brazilian companies.
Abstract
Purpose
The objective of this paper is to analyze the level of greening of HRM practices, organizational culture, learning, and teamwork in Brazilian companies.
Design/methodology/approach
The author surveyed 94 Brazilian companies with ISO 14001 certification.
Findings
Contrasting the data, two important conclusions can be drawn. The first one is related to the importance of considering the alignment of the human resource practices systematically in order to put workers in control of environmental management. The second conclusion is about the little formalization of the inclusion of environmental issues in traditional human resource practices, which can later badly affect the good performance observed in the formation of teams, organizational culture, and learning resulting in a negative cycle.
Originality/value
The greening of HRM, organizational culture, learning and teamwork is an emerging topic for scholars and consultants.
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Arsalan Mujahid Ghouri, Venkatesh Mani, Mustafa R. Khan, Naveed R. Khan and Anugamini Priya Srivastava
The purpose of this study is to assess the key determinants of green human resource management (GHRM) and investigate its impact on environmental performance (EP) and business…
Abstract
Purpose
The purpose of this study is to assess the key determinants of green human resource management (GHRM) and investigate its impact on environmental performance (EP) and business performance (BP).
Design/methodology/approach
The research employed SmartPLS 3 and follows a cross-sectional research design. Data from 179 employees were collected using a convenience sampling technique from the firms that adopted GHRM practices.
Findings
The research found a significant relationship of GHRM with EP and also reported the significant relationship between EP and BP. Moreover, EP significantly mediates the relationship of GHRM with BP.
Research limitations/implications
A relatively small sample size of employees was used that may suggest the need for a diverse and more representative sample. The paper is based on data collected from the Malaysian manufacturing industry – other economic sectors and Asian countries may offer different results.
Practical implications
The paper identifies the need for incorporating GHRM practices and culture at the workplace to encourage positive green behavior in employees which will increase the EP and BP of the firm.
Originality/value
This paper reported the initial empirical findings after the March 7th incident on EP of businesses in Malaysia, where businesses have initiated the adoption of GHRM practices.
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Lai Wan Hooi, Min-Shi Liu and Joe J.J. Lin
Drawing on the Ability–Motivation–Opportunity (AMO) theory, this study aims to test the effect of green human resource management (G-HRM) on green organizational citizenship…
Abstract
Purpose
Drawing on the Ability–Motivation–Opportunity (AMO) theory, this study aims to test the effect of green human resource management (G-HRM) on green organizational citizenship behavior (G-OCB) taking into consideration green culture as the mediator and green values as the moderator.
Design/methodology/approach
Valid data from 240 entities collected in Taiwan were analyzed to test the five hypotheses. The valid data were analyzed using confirmatory factor model, correlation analysis, structural equation modeling and bootstrapping analysis.
Findings
The results for all relationships show significant associations. G-HRM is significantly associated with G-OCB and green culture, while green culture is significantly related to G-OCB. The mediating effect of green culture on the G-HRM-G-OCB relationship is significant. The moderating effect of green values on the green culture–G-OCB relationship is significant.
Originality/value
The originality of this study lies in being one of the first study in an advanced emerging economy utilizing the AMO theory.
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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…
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.
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Usman Al-Minhas, Nelson Oly Ndubisi and Fatima Zahra Barrane
Green human resource management (GHRM) and sustainable green logistics (SGLOG) are some of the mechanisms by which sustainable corporate environmental management could be…
Abstract
Purpose
Green human resource management (GHRM) and sustainable green logistics (SGLOG) are some of the mechanisms by which sustainable corporate environmental management could be consummated. However, prior studies linking GHRM and green logistics are lacking in the literature. This paper extends prior efforts by developing a model linking GHRM and SGLOG.
Design/methodology/approach
An integrative review of extant literature on green human resource management and sustainable green logistics was conducted, and an integrative model developed.
Findings
Improving environmental performance is a key way that businesses can improve their corporate social responsibility and brand image. The resulting model includes expanded components of GHRM (training, development, compensation, awards and recognition, recruitment, and performance management) and of SGLOG (transportation and shipping, warehousing, packaging, and reverse logistics). Categories of shipping and transportation include the following facets: transportation intensity, modal split, emissions intensity, energy efficiency, and vehicle utilization efficiency. The model also highlights the mediating role of management and employee attitudes, knowledge, and skills in the GHRM-SGLOG link, as well as their interaction.
Research limitations/implications
Green human resource management is associated with sustainable green logistics. This association is theoretically mediated by management and employee attitudes, knowledge, and skills. Top management support and influence of other stakeholders are key facilitators.
Practical implications
The paper suggests potential barriers to GHRM and SGLOG adoption/diffusion and panaceas. It also proposes some key drivers of sustainable green logistics and corporate environmental management.
Firms must carry out their operations in ways that do not compromise societal and environmental well-being. High economic performance alone no longer suffice. A balanced performance that also emphasizes social and environmental well-being (the triple bottom line, 3BL) can be achieve through the implementation of the proposed model.
Originality/value
The integrative model presented in the paper advances the current understanding of the link between GHRM and SGLOG. The paper adds additional value by unveiling some key future research directions.
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M.-Y. Yusliza, Nurul Aimi Norazmi, Charbel José Chiappetta Jabbour, Yudi Fernando, Olawole Fawehinmi and Bruno Michel Roman Pais Seles
The purpose of this paper is to analyse the relationship between top management commitment, corporate social responsibility (CSR) and green human resource management (GHRM).
Abstract
Purpose
The purpose of this paper is to analyse the relationship between top management commitment, corporate social responsibility (CSR) and green human resource management (GHRM).
Design/methodology/approach
A self-administered questionnaire was adopted to perform a systematic collection of data from manufacturing and service organisations in Malaysia. The partial least squares method was used for the conceptual framework of the study.
Findings
The observed findings indicate a significant positive relationship between top management commitment and CSR, as well all dimensions of GHRM. However, counterintuitively, the relationship between CSR and GHRM was found not to be as significant as expected (except for CSR and green analysis/job description), which can be explained through the emerging perspective that CSR and HRM should be linked.
Research limitations/implications
The findings provide insights as to the nature of GHRM and how it is affected by CSR and top management commitment in an emerging economy – in this particular study, Malaysia. Moreover, the observed results highlight the crucial importance of top management commitment in implementing GHRM practices and CSR efficiently in order to create positive environmental performance.
Originality/value
The authors believe that, to date, no study has explored the links between top management commitment, CSR and GHRM using empirical data from Malaysia, as well as that this research is an important emerging topic for researchers, academicians and practitioners.
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Jing Yi Yong, M.-Y. Yusliza, Charbel Jose Chiappetta Jabbour and Noor Hazlina Ahmad
Green human resource management (HRM) has been considered to be a vitally important mechanism for companies to move towards a sustainable organization. By adopting the…
Abstract
Purpose
Green human resource management (HRM) has been considered to be a vitally important mechanism for companies to move towards a sustainable organization. By adopting the Ability-Motivation-Opportunity as the underpinning theory, the purpose of this paper is to identify the factors that facilitate the adoption of Green HRM in Malaysia.
Design/methodology/approach
A qualitative exploratory approach research was adopted in this study. The required data for this study were collected using semi-structured face-to-face interviews with human resources directors and managers from four large manufacturing companies in Malaysia. The data collected was then reorganized into four themes.
Findings
Based on the interview, four key factors that influence the adoption of Green HRM include stakeholder pressures, relative advantage, which means the perceived benefits from implementing Green HRM, top management commitment and green intellectual capital, which means the intellectual capital incorporating green innovation or environmental management. Surprisingly, among the three dimensions of green intellectual capital, only green human capital and green structural capital were greatly discussed by the human resources directors and managers, while the role of green relational capital on the adoption of Green HRM was hardly observed.
Originality/value
Research studies on Green HRM in Malaysia are scarce. The originality of this paper lies in its exploration of Green HRM in an environmental sensitive sector and the insight it provides to academics and practitioners involved in the manufacturing sector. Although research findings cannot be generalized, they can be used as insights for both academics and end-users in emerging economies.
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