Search results
1 – 10 of over 43000Masyhuri Masyhuri, Siswanto Siswanto and Desi Tri Kurniawati
This study aimed to examine the role of green human resource management on environmental performance at Islamic universities, with the mediating effect of green cultural festivals…
Abstract
Purpose
This study aimed to examine the role of green human resource management on environmental performance at Islamic universities, with the mediating effect of green cultural festivals and the moderating role of individual green values.
Design/methodology/approach
The research employed random sampling techniques by selecting a sample of 192 students from various Islamic universities in Indonesia. The participants were selected through an online survey. In addition, data analysis was done using the structural equation modelling-partial least squares (SEM-PLS) technique with the SmartPLS 3.0.
Findings
Implementing green human resource management has become a crucial factor in enhancing the environmental performance of Islamic universities. Moreover, green cultural festivals function as an intermediary variable. At the same time, individual green values exhibit a moderating variable that can enhance the influence between green human resource management and environmental performance.
Practical implications
Implementing an effective green human resource management strategy enhances environmental performance. Green human resource management has assisted universities in creating a generation of graduates with a solid commitment to ecological sustainability and raised awareness of the significance of conserving the environment. As a result, this commitment equips students to become agents of change in society upon graduation. Furthermore, campuses need to integrate environmental curriculum components into all study programs, as students need to understand the significant impact of environmental stewardship from both Islamic and scientific perspectives.
Originality/value
This research provides a novel perspective on how Islamic universities are exceptionally well-equipped to create environmental awareness and values that students can practically apply post-graduation using green cultural festivals, which are regularly held. This study is the first to introduce the concept of green cultural festivals in universities utilising the basis of combining green culture with cultural festivals with the theoretical background of resource-based theory.
Details
Keywords
Mubashir Ahmad Aukhoon, Junaid Iqbal and Zahoor Ahmad Parray
The primary objective of this study was to understand the impact of Corporate Social Responsibility on Employee Green Behavior, examining the mediating role played by Green Human…
Abstract
Purpose
The primary objective of this study was to understand the impact of Corporate Social Responsibility on Employee Green Behavior, examining the mediating role played by Green Human Resource Management Practices and the moderating influence of Employee Green Culture.
Design/methodology/approach
To accomplish this, a careful research approach was taken, using a thoughtfully designed random sampling method to encompass 300 banking employees, ensuring a robust representation of the diverse workforce in the banking sector.
Findings
The empirical findings identified green human resource management practices as a pivotal mediator and employee green culture as a significant moderator. It elucidated how the strategic implementation of green human resource management practices can act as an amplifier, strengthening the positive effects of corporate social responsibility on employee green behavior. This insight underscores the strategic importance of aligning human resource practices with sustainability goals to further enhance the environmental consciousness of employees. It was revealed that the presence of a nurturing organizational culture, one that encourages and supports environmentally responsible behaviors can significantly bolster the association between corporate social responsibility and green behavior among employees.
Originality/value
These findings underscore the essential role of organizational culture as a catalyst for the successful implementation of corporate social responsibility initiatives and the cultivation of a sustainable corporate ethos. This comprehensive research underscores the profound significance of corporate social responsibility, green human resource management practices and employee green culture in fostering and promoting environmentally responsible behaviors within the banking industry. These findings hold substantial implications not only for businesses but also for policymakers.
Details
Keywords
Veronica Allegrini and Fabio Monteduro
This chapter aims to contribute to the literature on sustainability in the public sector by discussing how human resource and human resource management can help to integrate…
Abstract
This chapter aims to contribute to the literature on sustainability in the public sector by discussing how human resource and human resource management can help to integrate environmental management into organizations and improve environmental performance. Public sector scholars have neglected the study of Green Human Resource Management (GHRM) until now. Nevertheless, implementing such practices could lead to positive outcomes regarding awareness of environmental issues, organizational reputation and attractiveness, job satisfaction and organizational performance. The authors discuss the relevance and the necessity of developing a field of research on GHRM in public organizations. Starting from a conceptual review of the main literature on GHRM, this chapter provided some directions for future research.
Details
Keywords
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.
Details
Keywords
The purpose of this study is to explore the status and challenges of green human resource management practices in India, an under-researched area. Further, it proposes a…
Abstract
Purpose
The purpose of this study is to explore the status and challenges of green human resource management practices in India, an under-researched area. Further, it proposes a theoretical framework to fill the identified gaps and build a sustainable organization.
Design/methodology/approach
Multimethod approach was used. The research was conducted in two phases. Archival research was conducted in the first phase, and a case study technique was employed in the second phase. In the first phase, an extensive literature review was carried out to gather insights on prevalent green human resource activities and their link with sustainable organizational development. In the second phase, data were collected from the manufacturing organizations to analyze the status of the activities identified in the first phase.
Findings
This study highlights status of green human resource practices such as environmental training, green recruitment, performance appraisal, employee involvement and compensation. The findings suggest that there is further scope to utilize the full potential of GHRM practices for encouraging pro-environmental behavior in the organizations. Analyses of data also reveal that top-management support and mutual learning among departments are crucial to facilitate green behaviors among employees.
Research limitations/implications
This study provides a comprehensive literature review of green-human resource management practices. It suggests an interdisciplinary framework for building holistic sustainable organizations by integrating learnings from green human resource management, green supply-chain management, competitive advantage strategy and green corporate social responsibility. It highlights gaps in the system and provides insights to managers and policy makers on building holistic sustainable organizations.
Originality/value
This study fulfills the need to explore green human resource management in emerging economies like India. Studies like these are more important in developing countries, which have alarming environmental concerns and poorly implemented government regulations.
Details
Keywords
Innocent Senyo Kwasi Acquah, Yaw Agyabeng-Mensah and Ebenezer Afum
The increasing concern for the protection of the environment through pollution prevention, conservation of resources and less usage of energy has attracted several firms to align…
Abstract
Purpose
The increasing concern for the protection of the environment through pollution prevention, conservation of resources and less usage of energy has attracted several firms to align green practices with their supply chain and human resource policies and practices. This study explores the influence of green human resource management and green supply chain management practices on operational, market, financial, social and environmental performances.
Design/methodology/approach
The study uses partial least square–structural equation modeling approach to analyze the data gathered through structured questionnaires from supply chain and human resource managers in manufacturing and hospitality firms in Ghana.
Findings
It is established that green supply chain management practices play complementary partial mediating role between green human resource management and operational, market, social and environmental performances, while it plays competitive partial mediating role between green human resource management and financial performance. Subsequently, the analysis reveals that the synergy between green human resource management and green supply chain management creates the highest value in operational performance, followed by market performance, environmental performance, financial performance and social performance.
Originality/value
The study proposes and tests a conceptual model that examines the synergistic influence of green human resource management and green supply chain management on operational, market, financial, social and environmental performances.
Details
Keywords
Improving the social sustainable performance of organizations requires a shift toward ethical leaders’ behaviors and green-focused human resource management initiatives. Drawing…
Abstract
Purpose
Improving the social sustainable performance of organizations requires a shift toward ethical leaders’ behaviors and green-focused human resource management initiatives. Drawing on the resource-based view of the firm, this study aims to empirically evaluate the influence of ethical leadership and green human resource management on the social sustainable performance of maritime companies.
Design/methodology/approach
The study analyzes empirical data from 109 Greek maritime companies and uses partial least squares structural equation modeling to examine the hypotheses.
Findings
The findings confirm the direct, significant and positive effect of both ethical leadership and green human resource management on social sustainable performance. The complementary (partial) mediation of green human resource management in the ethical leadership – social sustainable performance is also revealed.
Originality/value
This study contributes to the under-researched domain of social sustainability and addresses the emerging concept of green human resource management in the maritime transportation literature. It also highlights the effect of ethical leadership and green human resource management on the improvement of social sustainable performance, which is also lacking in the literature. The study uncovers that the presence of leaders with ethical values and the implementation of green human resource management are important for organizations seeking to achieve high levels of social sustainable performance.
Details
Keywords
Nagamani Subramanian and M. Suresh
The goal of this research is to create a conceptual model that identifies the relationship between organizational learning and green human resource management practices and its…
Abstract
Purpose
The goal of this research is to create a conceptual model that identifies the relationship between organizational learning and green human resource management practices and its contribution to the circular economy. The focus of this research is to identify the organizational learning and green human resource factors that lead to a more circular economic transformation.
Design/methodology/approach
The importance of the interaction of factors benefiting both individuals and organizations has been comprehensively explained by combining two well-known theories: resource-based view theory and organizational learning theory. As learning entails change, a climate of organizational learning combined with green human resource practices will efficiently help firms transition to a circular economy. The authors establish a conceptual model in this study, which they then apply to the small- and medium-sized manufacturing industry and report on in the second paper.
Findings
This study concentrates on the factors of organizational learning and green human resource management practices that help to create a circular economy after conducting a thorough literature analysis and consulting with experts.
Research limitations/implications
The conceptual model can be applied to organizations in any industry. In the second part, the authors would investigate the interaction of the indicated factors and build their structural hierarchy using the total interpretive structural modelling method for the small- and medium-sized industries and then present the findings.
Practical implications
The proposed framework might facilitate decision-makers, practitioners and academicians to comprehend the relationship between organizational learning and green human resource management factors and their influence on organizations’ transition into a circular economy. The study’s findings will help HR managers clarify the significant organizational learning and green human resource management factors that play a vital role in transitioning organizations into a circular economy.
Originality/value
This research adds to our understanding of the intricate interactions between organizational learning and green human resource management as they relate to the circular economy. To the best of the authors’ knowledge, the conceptual model illustrating the inter-relationship between organizational learning and green human resource management is the first of its type, and it is a novel notion because no previous research has looked into it.
Details
Keywords
Muhammad Ali, Chin-Hong Puah, Anum Ali, Syed Ali Raza and Norazirah Ayob
The role of green human resource management in Islamic banking remains relatively unexplored. This study focuses on how green human resource management plays a part using…
Abstract
Purpose
The role of green human resource management in Islamic banking remains relatively unexplored. This study focuses on how green human resource management plays a part using intellectual capital and how green human resource improves employee commitment, eco-friendly behavior and environmental performance in Islamic banks.
Design/methodology/approach
This paper integrated two well-established theoretical frameworks, namely, intellectual capital-based view theory and social identity theory. A survey-based research instrument was employed to collect sample data of 231 respondents. To test hypotheses, we considered partial least square structural equation modeling (PLS-SEM)-based approach using SmartPLS.
Findings
The results indicate that green human capital, green structural capital and green relational capital significantly influenced green human resource management. Similarly, green human resource management showed a significant positive impact on employee commitment, eco-friendly behavior and environmental performance. Moreover, this study found significant positive results on the interrelationship between employee commitment, eco-friendly behavior and environmental performance. The outcomes recommend that Islamic bank HR managers and top management should strengthen green human resource management policies. Additionally, the Islamic bank HR department should consider bank intellectual capital and employee social identity while making environment-friendly policies.
Originality/value
This study provides novel contributions by offering some useful guidelines to Islamic bank managers and practitioners. In addition, our research aids general green human resource literature and adds value to promoting a sustainable organization.
Details
Keywords
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.
Details