A Conceptual Model for Green Human Resource Management: Indicators, Differential Pathways, and Multiple Pro-Environmental Outcomes

Abstract

There is a growing awareness of green human resource management (GHRM) in the environmental sustainability research in hospitality and tourism literature. The extant literature also delineates review studies about GHRM. Despite the existence of these studies, there is still a paucity of research about a parsimonious model that includes the underlying mechanisms linking GHRM to multiple pro-environmental behaviors. In view of such a gap, using the ability-motivation-opportunity framework, social exchange theory, social information processing and reformulation of attitude theories, and the happy-productive thesis as the theoretical underpinnings, our study proposes a conceptual model of GHRM. Specifically, our study links GHRM to organizationally valued pro-environmental behaviors such as task-related pro-environmental behaviors, proactive pro-environmental behaviors, green recovery performance, and green voice behavior through the mediating roles of work engagement and job satisfaction. In addition, our search of the relevant literature highlights eight indicators of GHRM such as green selective staffing, green training, green empowerment, green rewards, green career opportunities, green teamwork, green work-life balance, and green participation in decision making. Theoretical contributions and avenues for future research are discussed in the paper.

Impact of Green Human Resources Practices on Green Work Engagement in the Renewable Energy Departments

“…Finally, the study findings found that green recruitment was not significantly affects GWE, and that might be because the green recruitment practices were not clearly conveyed to the employees at the time of their recruitment and selection. As green recruitment was not significantly associated with GWE in our findings, it contradicts the findings of the study conducted by (Ari et al, 2020) , who found that it is positively associated with GWE.…”

“…On contrary, the researchers found that green recruitment and selection were not predicting GWE significantly. These results are in line with previous studies that indicated that providing employees with green HRM practices will motivate them to pay more attention to environmental sustainability and enhance GWE (Ari et al, 2020). Achieving sustainability requires not only compliance with formal rules but also employee work engagement with voluntary green initiatives in the workplace.…”

“…A vital outcome of GHRM is GWE because such practices are evaluated by employees as constructive impacts and events in an organization (Ari, Karatepe, Rezapouraghdam, & Avci, 2020). Moreover, it was found that GWE could mediate the impact of GHRM on green individual behaviors on green individual behaviors (Ababneh, 2021), green pro-environmental behaviors (Ari et al, 2020), in role green behavior and extra-role green behaviors (Aboramadan, 2020) From an environmental sustainability viewpoint, GWE is very important for organizations' environmental sustainability; this engagement can result from obtaining a green reward system, green training, and supportive management behaviors, which creates commitment of employees toward green activities . Green HRM practices can also influence green employees' engagement through having sustainability goals and corporate social responsibility within organizations (Casey & Sieber, 2016).…”

Application of machine learning to predict visitors’ green behavior in marine protected areas: evidence from Cyprus

“…The management of human impacts on fragile and sensitive ecological resources needs a comprehensive understanding of behaviours and their influential antecedents. Meanwhile, the study of individuals' discretionary environmentally friendly behaviours or pro-environmental behaviours continue to attract considerable attention in tourism and hospitality and other disciplines (e.g., Ari et al, 2020;Karatepe et al, 2020b;Ramkissoon, 2020;Rezapouraghdam et al, 2018). However, the majority of the studies in the tourism and hospitality literature did not use ML approach which creates a mathematical model to predict the future behavior of individuals.…”

Faktor yang Mempengaruhi Implementasi Green Human Resource Management pada Ormawa: Model Konseptual

“…Implementasi praktik Green Human Resource Management telah banyak digunakan oleh berbagai sektor seperti industri manufaktur, kesehatan, pariwisata, UMKM, dll (Astuti and Wahyuni, 2018;Anwar et al, 2020;Ari et al, 2020). Selain itu, beberapa penelitian terdahulu juga menggunakan sektor-sektor tersebut sebagai studi kasus.…”