Embracing organisational environmental sustainability: Experiences in green human resource management

Abstract

This qualitative study explores the experiences of the managers and employees of electrical and electronics companies in moving towards environmental sustainability with the support of Green Human Resource Management. Based on 12 in-depth interviews, the data were thematically analysed by using NVivo 12 plus software, with three main themes emerging as embarking on environmental sustainability, building environmental sustainability, and embracing environmental sustainability.This study uses the resource-based theory as the theoretical lens, and results indicate that the company practises Green Human Resource Management, particularly green employee involvement and participation, green training, green rewards, and green orientation for achieving its environmental sustainability efforts. Most importantly, the results highlight that NGOs, organisational culture, and effective communication are vital in supporting Green Human Resource Management implementation in attaining environmental sustainability goals. The findings of this study have implications for other developing countries, which are striving to achieve their environmental and sustainability goals.

Antecedents towards social circular consumption of food wastes in emerging economies: Transition towards food circular economy

“…The behavioral change of people for putting whatever they can consume on their plate can add to minimizing the food waste. Food wastes are primarily caused in the processing stage due to improper technology and environmental conditions in developing countries (Sathasivam et al, 2021). Therefore, it is essential to minimize food waste through effective planning at each function of the food supply chain.…”

Identifying the factors of internal green marketing: a scale development and psychometric evaluation approach

“…In addition, Chen (2008) indicates green human capital as the development of knowledge, skills, innovation and employees' capabilities to reach organizational goals about environmental protection. In addition, a strong environmental culture may help organizations improve their environmental marketing strategies towards business performance outcomes (Fraj et al. , 2011; Sathasivam et al.…”

“…In addition, Chen (2008) indicates green human capital as the development of knowledge, skills, innovation and employees' capabilities to reach organizational goals about environmental protection. In addition, a strong environmental culture may help organizations improve their environmental marketing strategies towards business performance outcomes (Fraj et al, 2011;Sathasivam et al, 2021;Zaid et al, 2018). Gupta and Kumar (2013) suggest green corporate culture and provide opportunities to different functions of the organization, such as production, human resource and marketing for better environmental performance.…”

How does the perceived green human resource management impact employee’s green innovative behavior? —From the perspective of theory of planned behavior

“…Meanwhile, researches have shown that organizational culture ( Sathasivam et al, 2021 ), perceived environmentally-specific authentic leadership ( Luu, 2021 ), national institutional and cultural contexts ( Rajabpour et al, 2022 ), and effective communication moderate the relationship between GHRM and environmental sustainability performance. Especially, some scholars have pointed out that green supply chain management (GSCM), as a kind of environmental management strategy, affects the relationship between GHRM and performance ( Longoni et al, 2018 ).…”