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.
Purpose Circular economy has emerged as one of the most important approaches to addressing environmental challenges. Organizations have begun to act on their abilities to enhance their sustainability management to enable a circular economy. The role of organizational learning and green human resource management in the transition to a more circular economy remains unknown. The purpose of this study is to identify and analyze the inter-relationship between the factors of organizational learning and green human resource management, and it aims to rank the identified factors of manufacturing small and medium businesses (SMEs) based on their driving and dependency power and to detect the most substantial factors. Design/methodology/approach This study identified 11 organizational learning and green human resource management (GHRM) factors after conducting a thorough literature analysis and consulting with experts. To investigate the interaction of the indicated factors and to build their structural hierarchy, this study used the total interpretive structural modeling method. Further, Matriced Impact Croises Multiplication Applique (MICMAC) analysis was used to establish each factor’s driving and dependent power. Findings This study discovered that factors “Green separation” and “Organizational learning culture” were found to be significant; “Green performance management” and “Green health and safety management” were observed to be extremely reliant on the remaining GHRM factors. Research limitations/implications The recommended framework has been established in the Indian background and is restricted to manufacturing SMEs. Still, the same framework can be applied to other sectors by slightly modifying it. Also, the analysis is based on the experts’ view and this may be biased. The findings of this study will help human resources managers and SME owner-managers clarify the most and least significant factors of organizational learning and GHRM and their relationships, leading to increased awareness of organizational learning and GHRM practices for enlightened environmental performance. Practical implications The proposed framework might facilitate decision-makers and practitioners to comprehend the relations between organizational learning and GHRM factors. This will support SME owner-managers in understanding the influence of one factor on another factor in manufacturing SMEs. Originality/value Until now, the protruding interest of researchers has been focused mostly on large manufacturing enterprises. However, manufacturing SMEs, which are much smaller when compared to large manufacturing companies, significantly contribute to the economy as well as environmental pollution. Thus, this study provides a vital contribution to the current literature by determining the suitable relationship between the organizational learning and GHRM components, as no previous studies focused on exploring the same using the total interpretive structural modeling approach in the Indian manufacturing SMEs environment.
PurposeThe concern for environmental sustainability has created the need for businesses to embrace new environmentally responsible behavior, values and beliefs. Developing green culture has the capability of influencing employee attitudes and behavior and instilling certain values that shape an internal culture. The purpose of this study is to understand the causal relationship between the factors that influence green organization culture (GOC) in manufacturing small and medium manufacturing enterprises (SMEs) since they are considered significant contributors to environmental pollution. The study also aims to execute the driving and dependency power analysis to find the most and least significant factors of GOC.Design/methodology/approachThe study identified eight factors through an extensive literature review and validated them with the specialists. The total interpretive structural modeling (TISM) approach was employed for discovering the interaction among the identified factors and developing their structural hierarchy. Further matriced impact croises multiplication applique (MICMAC) analysis was carried out to determine the driving-dependence power of each factor.FindingsThe study discovered that the factors namely “Top management commitment and support towards green practices and workforce greening F(2)”, “Internal regulatory forces towards the environmental system (F3)” and “Organization's mission including environmental concern (F6)” were observed to be the most significant ones. “Environment that creates green work-life balance F(8)” and “Environment that promotes green attitude and behavior F(4)” were identified to be extremely dependent on the remaining factors.Research limitations/implicationsThe proposed outline has been established in the context of India and is restricted to manufacturing SMEs. The methodology presented in the study relies solely on experts' opinions which are qualitative in nature. Integration with a different method can be used to do statistical validation and add new variables to the problem, thereby reducing restrictions. The findings may facilitate manufacturing SME owners/managers and HR managers to recognize the most and least important factors of GOC and their causal relationships. This will increase awareness of GOC practices among managers thus contributing to environmental performance.Practical implicationsIt is essential for manufacturing small and medium enterprises to enhance their GOC for reducing its negative impact on the environment and further for gaining competitive advantage. Also, this research will offer insights into environmental management and enlarge awareness in the subsequent fields: of academics, practitioners and decision-makers who are engaged in managing environmental issues at various stages.Originality/valueThe researchers believe that the study is highly significant for manufacturing SMEs as they contribute to the economy as well as environmental degradation. Also, none of the research focused on understanding the causal relationships between the factors of GOC using the TISM approach in the Indian manufacturing SMEs context. This research adds an important contribution to the current GOC literature.
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