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Examines environmental protection as a training concept which is receiving increasing attention in all fields of the education system. Discusses systems employed in the German education system and suggests that all young people should be allowed to develop ethical standards as an orientation for their future lives. Proposes that environmental protection should become part of vocational training. Suggests that this is however a slow and labourious process and offers recommendations for the promotion of vocational environmental training.

Human resources practices, particularly regarding environmental training, play a key role in the dissemination of sustainable supply chain practices, especially sustainable procurement. Both environmental training and sustainable procurement can prompt environmental maturity (EM) among organizations. However, little is known about the relationship between environmental training and the adoption of sustainable procurement in public sector organizations of emerging economies, such as Brazil. In this context, the purpose of this paper is to investigate the relationship between environmental training and the adoption of sustainable procurement in three Brazilian public/state universities.

This research is qualitative and includes an exploratory study based on in-depth interviews with experts from the procurement section of Brazilian public universities. A methodological framework is proposed to analyze the results. The main questions that guided this study were: is there a relationship between the environmental-training initiatives and the adoption of sustainable procurement? Does this relationship, whether positive or negative, improve the maturity of environmental sustainability? And what is the future outlook for this issue in the context of public universities in Brazil?

According to the results’ analysis, the impact of sustainable procurement practices among the public organizations analyzed was almost void. The environmental training produced limited accomplishments, although respondents viewed it as a source of potential improvement, which indicates a co-evolution of sustainable procurement, environmental training and EM. In the cases analyzed, an alignment was identified among the levels of sustainable procurement and environmental training adoption.

It was identified that the lacks of training and support from senior management, environmental culture, great bureaucracy and economic factors were considered barriers and difficulties to implementing environmental procurement practices. These barriers deserve further study.

There is a lack of research on the relationship between environmental training and the adoption of sustainable procurement in emerging economies and in public sector organizations.

Presents the result of a study that was made within the framework of CEDEFOP′s information network in a transnational dossier on training and environment in Belgium, the Federal Republic of Germany and The Netherlands. The national synopsis on Belgium traces down in a systematic and structural way to what degree environment training supply exists and is developed. For every educational level, every large training operator and various training systems Other aspects dealt with, are the organizational framework, research concerning environmental training and the European dimension.

Micro and small enterprises face growing expectations from stakeholders to behave responsibly in respect of environmental management. However, many continue to exhibit patterns of relative disengagement with both environmental management and associated training. The purpose of this paper is to explore the attitudes and experiences that underpin both.

The paper is based on survey data from 148 owner-managers of micro and small firms in New Zealand’s manufacturing sector. Binary logit regression and non-parametric testing were employed to examine influences on engagement with both environmental management and environmental training.

There is a lack of knowledge of, and participation in, training related to environmental management. Awareness tends to be from firms already engaged in training; signalling a potential circularity of exposure effect. A distinct division in attitude exists between those who identify with personal responsibility and autonomy as the pathway to responsibility in respect of their firm’s environmental impact and those who cede to the collective actions of other communities to dictate engagement (i.e. industry associations and government).

The survey is based on the perceptions of the respondents to the survey statements and as such it is a self-assessment.

The paper is one of few that investigate the challenge of securing engagement with training and development in environmental management by micro and small enterprises in the New Zealand context.

The purpose of this paper is to analyse how the systematisation of environmental training can contribute to the development of individual competences aligned to the environmental dimension of sustainability.

A qualitative research approach was used in a multiple case study with three chemical companies: Braskem, Solvay and Beta (fictitious name).

Data analysis allowed descriptive characterisation of the phases of environmental training and the identification of individual competencies aligned to the environmental dimension of sustainability in the companies surveyed. The results showed that the systematised environmental training, its phases structured to meet the organisational strategic goals of sustainability, helps to develop individual competences of environmental sustainability in the companies analysed.

The contribution of the study to the academy is presented in the deepening of the studies taking into account the gaps presented in the theoretical bases on the subject environmental education. This is the first study that seeks to investigate the stages of environmental training in the development of individual competences in the context of three Brazilian chemical industries. It was possible to describe the process of environmental training in a strategic dimension, used by the companies studied that can contribute to the market, assisting professionals in the areas of human resources and environmental management in the development of training actions.

The value of the paper is given by the reflection on the development of individual competencies for sustainability through environmental training, which can guide future public policies of environmental development for companies in the chemical sector.

The purpose of this paper is to carry out a systematic review of the state of the art of the environmental training theme and to propose a research agenda to shed light on this subject by suggesting new research in the area.

This is a systematic review of the state of the art of the environmental training theme.

The authors’ main contribution is the proposal of a research agenda with 11 recommendations for future research, such as conducting research in developed countries; research focusing only on environmental training; qualitative research using case studies; research that explores the co-evolution of environmental training practices with environmental management practices and with the maturity stage of environmental management in organizations; and research that addresses all aspects of environmental training phases proposed by ISO 10015: 2001.

This is the most recent research which conducts a systematic review of the state of the art on environmental training and proposes a research agenda with several suggestions that can guide researchers in human resources, environmental management, sustainability and supply chain management.

The education and training of the workforce has long been recognised as an essential ingredient in promoting and implementing environmental management practices in business organisations. So far, however, even in leading companies, little information has been available on how environmental management practice and related educational and training requirements are translated into the provision of training courses by educational institutions. To address this important question an EU‐sponsored research project was initiated. The project has focused on senior environmental managers; middle (predominantly technical) managers; and skilled and semi‐skilled workers and lower categories of managers. It has been based partly on interviews in a small number of European companies as well as educational and training institutions, and partly on more large‐scale questionnaire surveys. This paper briefly describes the background of the overall project, and in more detail a questionnaire‐based survey on environmental attitudes and training interests among Danish workers.

The aim of this work is to address the issue of environmental training in organizations, presenting a theoretical review on the subject and proposing a model that highlights the importance of this type of training for organizations.

The paper presents a thorough, updated literature review, discusses typology and the best practices of environmental training, and presents a framework integrating environmental training and organizational results.

A careful consideration allows identifying a significant theoretical gap related to the lack of theoretical references, best practices, and an alignment between environmental training and organizational results. To overcome this gap, a model was proposed that helps to manage the environmental training process in organizations.

The paper needs to be complemented with empirical research on the topic.

Environmental training is considered to be an essential element for organizations seeking to mitigate their environmental impacts. ISO 14001 states that environmental management is a duty of certified organizations. However, there have been few published articles that suggest models and insights to improve the environmental training in organizations.

This paper aims to highlight the importance of implementing green training as a part of green management practices in organizational operations by building the arguments through the lens of Ability–Motivation–Opportunity (AMO) theory. In this regard, the mediating impact of green competencies on the association between green training and organizational efficiency is determined.

The research followed a quantitative and cross-sectional approach. The study involved ISO-14001 certified textile manufacturing organizations to better serve the research purpose. The responses were collected from 235 managerial-level employees through purposive sampling. The data analysis was performed by using structural equation modelling to examine the interrelated dependence of the variables.

The findings of the study reveal that green training is essential for environmentally responsible organizations to attain their goals of efficient resource consumption in addition to serving the greater cause of environmental protection. There is a dire need to impart environmental-friendly competencies to the employees who resultantly become able to adopt eco-efficient ways of doing business.

This study also has limitations regarding the generalizability of its results. It is primarily because of the limited sample size and restricted geographical domain. Additionally, AMO theory has not been empirically tested in this study.

Progressive textile manufacturers need to incorporate a consistent policy for green management practices to meet the expectation of their international clients and to remain competitive in international markets. It is equally important for the governmental authorities to design such environmental policies which necessitate the need of incorporating pro-environment business practices and measuring their outcomes.

This study will contribute to enrich the literature by offering an empirical analysis of green training for achieving the organizational efficiency in textile manufacturing sector. It will be a novel context to contribute to the literature of green management practices and its related fields. Moreover, the study is one of its kind that uses the AMO theory to identify the mediating role of green competencies for understanding the association between green training and organizational efficiency.

The purpose of this study to propose a model that links the following human resource (HR) factors: employee environmental empowerment, employee environmental training, employee environmental teamwork, managerial environmental empowerment and managerial environmental training, to environmental performance as perceived by managers.

A survey was administered to 220 manufacturing organizations in Mexico. The survey instrument was self‐report format with attitudinal variables. Items were adopted from previously published scales. A hypothesized model of the variable relationships with structural equation modelling analysis was tested.

The results suggest that managers perceive that both environmental training and environmental empowerment are important to themselves and employees. In this study, overall environmental training had a stronger relationship with the dependent variables than environmental empowerment. In the case of the employee level, the effects were mediated through environmental teamwork.

This study contributes to both theory and praxis. First, it extends the literature related to environmental management and HR management. Second, it examines managerial perceptions of the HR role within the firm for both manager/supervisors and hourly/direct workers. Third, the study is one of the first to investigate the relationships between HR factors and environmental issues in Mexican manufacturing firms. Finally, the study has important implications for practitioners in the manufacturing sector.