Green HRM: Goal Attainment through Environmental Sustainability

Uddin, Mohammad Main; Islam, Rabiul

doi:10.3126/jnbs.v9i1.14590

Cited by 21 publications

(16 citation statements)

References 19 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…The core ideology behind green HRM is to transform not only the activities but also the workforce into green workforce as well. This as a whole refers to ways laws, policies and practices are designed to make employees behave with greener approach that benefits the nature, conservation of natural resources and societal preferences (Uddin & Islam, 2015).…”

Section: Green Hrmmentioning

confidence: 99%

Nexus between green HRM and green management towards fostering green values

AlZgool¹

2019

10.5267/j.msl

View full text Add to dashboard Cite

The present study attempted to understand the nexus between Green HRM, Green Management towards explaining individual Green values. The study also attempted to test the moderation of green management on the relationship between Green HRM and individual Green values. A large private distribution business in Bahrain was chosen for the present study based on the recent initiatives towards green practices across the major work prospects. Results of the structural equation modelling from the non-managerial employees of the company indicated significant positive relationship between green HRM and individual green values. Accordingly, the present study also reported significant relationship between Green Management and enhancement of individual green values. Importantly, the study also reported significant moderation of green management on the relationship between green HRM and individual green values. The study forwards implication for practitioners followed by the limitations and scope for future studies.

show abstract

Section: Green Hrmmentioning

confidence: 99%

Nexus between green HRM and green management towards fostering green values

AlZgool¹

2019

10.5267/j.msl

View full text Add to dashboard Cite

show abstract

“…While Uddin and İslam [31] and Ahmad [26] classiied GHRM functions under ive categories as green recruitment, green…”

Section: Gaining a Competitivementioning

confidence: 99%

Gaining a Competitive Advantage through Green Human Resource Management

Aykan¹

2017

Corporate Governance and Strategic Decision Making

View full text Add to dashboard Cite

The practices of environmental protection and the prevention of environmental pollution have emerged as a result of recent environmental problems when the humans noticed that natural resources are limited. Environmental management practices have accelerated with the conscious acts of businesses on environmental issues since they have the greatest responsibility for environmental pollution. After the 2000s, businesses have started to prefer to be a part of the solution rather than being at the center of the problem and tended to green business and management practices. For improved environmental performance, sustainable competitive advantage, and environmental management, environmental consciousness should be taken into consideration in each and every human resource function ranging from recruitment to training of employees, from performance assessment to rewarding. In this sense, green human resources management (GHRM), allowing improved employee consciousness and commitment to environmental sustainability, has become an interesting issue. In the present study, green human resources management and practices are evaluated, signiicant issues are pointed out, and recommendations are made for future researchers who wish to work upon this subject.

show abstract

“…Green Employee Participation: EM can be achieved through proper employee involvement and employee participation [14]. The use of employee participation in EM has been noted to help prevent pollution at workplaces [36]. Researchers have found that employees' green involvement is crucial in improving the performance of EM systems, such as reducing waste and pollution in workplaces and making full use of resources.…”

Section: Pmasmentioning

confidence: 99%

Green human resouce management: a Theoretical review

Tuul

Bing

2020

Proc. Mong. Acad. Sci.

View full text Add to dashboard Cite

In the 21st century, environmental issues, such as climate change, global warming, and air pollution have become a hot topic in many developed and developing countries. At the same time, the proper use of natural resources and the conservation of the environment has become one of the vital issues. Environmental issues require special attention from governments, scientists, scholars, business executives, and even individuals. Therefore, for any business organization, there is a growing need to integrate environmental management into human resource management, which has been coined as the Green Human Resource Management (GHRM). Researchers have found that the implementation of GHRM policies and practices could effectively improve financial and environmental performance of organizations, improve their competitive advantage, as well as improve their reputation and image, while maintaining environmental management practices. However, it is being maintained that the term “GHRM” is a relatively new concept for academicians, scholars，and professionals. GRHM-related literature is generally found in western countries, however the concept of GHRM is yet to make its mark in Asia. Therefore, the aim of this research is to explore the concept of GHRM and to propose a model of GHRM and its outcome by reviewing the literature.

show abstract

Green HRM: Goal Attainment through Environmental Sustainability

Cited by 21 publications

References 19 publications

Nexus between green HRM and green management towards fostering green values

Nexus between green HRM and green management towards fostering green values

Gaining a Competitive Advantage through Green Human Resource Management

Green human resouce management: a Theoretical review

Contact Info

Product

Resources

About