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Article
Publication date: 30 June 2020

Alex Anlesinya and Pattanee Susomrith

This study aims to systematically review sustainable human resource management (HRM) research with the aim of establishing its research themes, methods and contextual…

Abstract

Purpose

This study aims to systematically review sustainable human resource management (HRM) research with the aim of establishing its research themes, methods and contextual focus to develop a better understanding of the state of the field and the gaps in the research, as well as to propose a future research agenda.

Design/methodology/approach

This study uses a systematic literature review method that involves the use of 122 studies from six reputable databases covering January 2003 to March 2020.

Findings

There is an over-concentration on the ecological perspective of sustainable HRM and managers dominate the examined population. Moreover, there are geographical imbalances in sustainable HRM research. More so, the idea of bundling sustainable HRM practices together has received scanty research attention relative to the individual sustainable HRM best practices. Consequently, from a strategic HRM perspective, the authors highlight various ways to bundle sustainable HRM practices together. Also, the authors suggest that the ability-motivation-opportunity enhancing (AMO) theory’s perspective provides particularly useful means for this investigation. Furthermore, the findings suggest that sustainable HRM can influence organisations to become more competitive and effective in their quests to ensure economic prosperity, social well-being and ecological outcomes for their stakeholders.

Practical implications

The evidence reveals that there are significant gaps in the literature on the topic and confirms that the field is still at its developmental stage. Hence, there is a need for more rigorous research on the topic to help develop a better understanding of this new field.

Originality/value

This study contributes by providing the first comprehensive review of sustainable HRM themes, methods and contextual focus and by proposing future research agenda. It, therefore, offers a valuable point of departure for those moving into the sustainable HRM domain, as well as valuable insights for those already working in this space.

Details

Journal of Global Responsibility, vol. 11 no. 3
Type: Research Article
ISSN: 2041-2568

Keywords

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Article
Publication date: 25 October 2019

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…

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

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

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Article
Publication date: 12 May 2020

Bharat Chillakuri and Sita Vanka

The purpose of this paper is to provide an empirical investigation into the mediating effect of high-performance work systems (HPWS) on health harm (HH). The paper also…

Abstract

Purpose

The purpose of this paper is to provide an empirical investigation into the mediating effect of high-performance work systems (HPWS) on health harm (HH). The paper also examines the role of perceived organizational support (POS) and its indirect effect on work intensification (WI) and HH through HPWS. Further, the implications of the HH on individuals, organizations, families and societies are also presented. Recognizing the need for sustainable human resource management (HRM) practices that drive employee well-being and reducing HH is also highlighted.

Design/methodology/approach

Data for the study were collected using four established scales. The data collected from 345 executives were analyzed using the SPSS 25.0 Version and Amos 21.0.

Findings

The study confirmed that work intensification causes HH. The results also indicate the significant mediation of HPWS and the moderation of POS between WI and HH, thus suggesting the inevitability of HR intervention for implementing sustainable HRM practices, which reduce the negative harm of the work.

Research limitations/implications

Data were collected from executives working in IT organizations in India. However, IT work exhibits broadly similar technology/platforms across the world and hence, applicable to the other contexts as well.

Practical implications

The study suggests that organizations should formulate policies and initiate interventions toward the care of employees, motivating toward higher performance and support them to prevent HH of work. It is difficult to categorize what comprises the care of employees in the current context of HPWS and treating employees as an end in itself. Generally, it is seen in terms of health and safety, work–life balance, remuneration, workload, job role and job design. People are core to sustainable development, and the HR must design and develop systems so that the organization can retain a healthy and productive workforce from a sustainability perspective. Moreover, sustainable work performance is a function of high resource levels of employees (energy, time and competences) and the allocation of resources, leading to resource regeneration. Hence, organizations need to source from a variety of sources and balance it for the sustainable performance of employees.

Originality/value

The HRM literature reveals the positive effect of POS on employee health, but studies that investigated the adverse impact of POS are notably absent. The study bridges this gap and is novel, as it explores the moderating role of POS on HPWS and HH and reaffirms the need for building sustainable organizations and sustainable HRM practices. Moreover, the paper provides contextual support to the literature, where studies relating to sustainable HRM practices in developing countries like India are absent.

Details

Employee Relations: The International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0142-5455

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Book part
Publication date: 30 September 2019

Renee Paulet

Abstract

Details

Contemporary HRM Issues in the 21st Century
Type: Book
ISBN: 978-1-78973-457-7

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Article
Publication date: 3 January 2017

Claudia Gomes Aragão and Charbel Jose Chiappetta Jabbour

Human resources practices, particularly regarding environmental training, play a key role in the dissemination of sustainable supply chain practices, especially sustainable

Abstract

Purpose

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.

Design/methodology/approach

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?

Findings

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.

Research limitations/implications

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.

Originality/value

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.

Details

Industrial and Commercial Training, vol. 49 no. 1
Type: Research Article
ISSN: 0019-7858

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Article
Publication date: 25 December 2019

Peter Adjei-Bamfo, Bernard Bempong, Jane Osei and Simonov Kusi-Sarpong

The purpose of this paper is to propose a new typological environmentally sustainable human resources management evaluation framework to aid green candidate selection…

Abstract

Purpose

The purpose of this paper is to propose a new typological environmentally sustainable human resources management evaluation framework to aid green candidate selection process for environmental management in developing economy local government agencies.

Design/methodology/approach

Presenting the narrative of developing economies local government context, this paper conducts an extensive review of relevant literature on green human resources management (GHRM) and green recruitment and selection.

Findings

Drawing on Siyambalapitiya et al. (2018) and the resource-based theory (RBT), the paper proposes and discusses an evaluation framework for guiding organizations’ green candidate selection process. The framework comprises of seven stages which begins with “training recruiters on green candidate assessment” to “making selection decision and inducting selected candidate” on organization’s environmental management policies and practices, and its green values.

Research limitations/implications

Application of the proposed framework has implications for enhancing organizations’ efficiency, reducing cost, eliminating environment waste, as well as fostering green culture among employees. This paper also extends the strand of RBT by explaining how organizations could assess and select job applicants with significant intangible capability such as environmental management skills, knowledge and values to foster its competitive urge and sustainability.

Originality/value

This paper makes two main contribution to the GHRM literature. First, the paper proposes a new typological environmentally sustainable human resources management evaluation framework. Secondly, the paper focuses the framework on developing economies and local government organizations context, something that is currently non-existent.

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Article
Publication date: 21 February 2020

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.

Details

Management of Environmental Quality: An International Journal, vol. 31 no. 2
Type: Research Article
ISSN: 1477-7835

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Article
Publication date: 6 September 2011

Wesley Ricardo de Souza Freitas, Charbel José Chiappetta Jabbour and Fernando César Almada Santos

This article aims to put sustainability as a new step in the evolutionary pathway of human resource management (HRM).

Abstract

Purpose

This article aims to put sustainability as a new step in the evolutionary pathway of human resource management (HRM).

Design/methodology/approach

This article provides a literature review on the evolution of HRM and we reflected how HRM can contribute to organizational sustainability.

Findings

The study presents a sustainable HRM as a new step in HRM evolution. The study argues that sustainable HRM is completely necessary to achieve sustainable organizations and a more sustainable society.

Originality/value

Sustainability is becoming a key concept and a key element in the future of organizations, but little is known about the role of HRM in this process.

Details

Business Strategy Series, vol. 12 no. 5
Type: Research Article
ISSN: 1751-5637

Keywords

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Article
Publication date: 27 August 2020

Clement Cabral and Rajib Lochan Dhar

This study conceptualises the construct – green competencies. The concept is in the niche stage and needs further elaboration. Hence, to address the research gap, this…

Abstract

Purpose

This study conceptualises the construct – green competencies. The concept is in the niche stage and needs further elaboration. Hence, to address the research gap, this study follows the steps proposed by Tranfield et al. (2003). The major part of the study comprises descriptive analysis and thematic analysis. Descriptive analysis of the selected 66 articles was examined with the classification framework, which contains year-wise distribution, journal-wise distribution, the focus of the concept, the economic sector, and dimensions of sustainable development. The paper conducts a thematic analysis of the following research questions. What are the green competencies and their conceptual definition? What are their dimensions?

Design/methodology/approach

This paper applies a systematic literature review of green competencies literature, extends the state-of-the-art using the natural resource-based view, and discusses future research directions for academicians and practitioners.

Findings

In recent years, there was considerable interest in green competencies (GC), as reflected in the surge of articles published in this genre. This paper asserts that green competencies are a multidimensional construct comprised of green knowledge, green skills, green abilities, green attitudes, green behaviours, and green awareness.

Originality/value

Despite the significance of green competencies, there has been a dearth of study to define the constructs and identify the dimensions. Hence, this study addresses the literature gap by conceptualisation and discusses dimensions of the construct.

Details

Benchmarking: An International Journal, vol. 28 no. 1
Type: Research Article
ISSN: 1463-5771

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Article
Publication date: 1 September 2014

Ryohei Sotome and Masako Takahashi

The purpose of this paper is to examine the impact of employment systems on productivity performance in Japanese companies from the perspective of data envelopment…

Abstract

Purpose

The purpose of this paper is to examine the impact of employment systems on productivity performance in Japanese companies from the perspective of data envelopment analysis (DEA) and sustainable human resource management (HRM).

Design/methodology/approach

In all, three employment models including employment indicators in addition to financial indicators are examined between 2006 and 2012 with 2,738 listed Japanese companies. This study verifies robustness of the results by testing multiple DEA measurements and conducting industrial analysis.

Findings

The results indicate employment systems influence productivity performance in Japanese companies and the characteristics of Japanese employment systems harm productivity performance. In particular, higher liquidity of human resource is essential contrary to the philosophy of long-term employment. Furthermore, new initiatives such as promotion opportunities for women have not been successful up to now.

Research limitations/implications

This study investigates limited aspects of HRM practices and employment systems in Japanese companies due to data availability. This study is designed to investigate mainly organizational outcome considering sustainability. More research is needed to identify comprehensive influence from Japanese employment system not only on corporate performance but also reduction of harm on a variety of stakeholders such as employee, community and government.

Practical implications

These findings suggest that it is necessary for executives in Japanese companies to pay attention to their HRM practices under Japanese employment system, in particular, entry and exit of human resource and support systems for female employees.

Originality/value

There are few studies that investigate the relationship between employment system and productivity performance in Japanese companies. This research provides empirical evidence for potential influence of the Japanese employment system.

Details

Asia-Pacific Journal of Business Administration, vol. 6 no. 3
Type: Research Article
ISSN: 1757-4323

Keywords

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