Green human resource management and environmental performance: the role of green supply chain management practices

Saeed, Amer; Rasheed, Fatima; Waseem, Maimoona; Tabash, Mosab I.

doi:10.1108/bij-05-2021-0297

Cited by 38 publications

(35 citation statements)

References 71 publications

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“…This study demonstrates that GHRM practices contribute to the improvement of environmental performance. The findings align with previous studies (Ahakwa et al, 2021;Saeed et al, 2021). These studies find that if an organization focuses on induced greener activities, skilled employees are required and required training at each level for adaption and emphasizing green thinking to improve environmental performance.…”

Section: Discussionsupporting

confidence: 90%

Modeling Ghrm, Green Human Capital, and Environmental Performance; Moderating Role of Pro-Environmental Attitude

Shoaib

Nawal

Zámečník

et al. 2022

12th International Scientific Conference “Business and Management 2022”

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In the world’s era of global warming, organizations are under intensive pressure to reduce industrial waste, minimize carbon emissions, and general demand for more responsible work practices to manage a suitable environ-ment. Therefore, the study aims to examine the connection between GHRM, green capital, and environmental per-formance and moderate the role of a pro-environmental attitude. The population of this study is based on the phar-maceutical manufacturing sector in Pakistan. It includes top and middle management (i.e., CEOs, Directors, General Managers, HR, Operations, Logistics, and Supply Chain Managers of pharmaceutical manufacturing firms). The sam-ple selection assumes that they are aware of the practices and know the subject matter of the study. Therefore, the clus-ter random sampling technique was used for sample selection. In total, 525 questionnaires were distributed and 347 were the final unit of analysis for this study. The results reveal that GHRM and green capital positively and significantly affect GSCM and environmental performance. Moreover, it was revealed that the pro-environmental attitude moder-ates the relationship between GHRM, green capital, and environmental performance. So, this study contributes to the available literature on GHRM, green capital, and environmental performance. This study provides policymakers and managers with guidelines to pay attention to environmental performance. Hence, the findings support direct and indi-rect hypotheses with various theoretical and managerial implications for management and policymakers to ensure the contributing factors of environmental performance.

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Section: Discussionsupporting

confidence: 90%

Modeling Ghrm, Green Human Capital, and Environmental Performance; Moderating Role of Pro-Environmental Attitude

Shoaib

Nawal

Zámečník

et al. 2022

12th International Scientific Conference “Business and Management 2022”

View full text Add to dashboard Cite

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“…Therefore, the conclusions of this study prove the core views and the validity of process HRM. Third, previous studies ( Nejati et al, 2017 ; Saeed et al, 2022 ) have explored the relationship between GHRM and GSCM, and many of them argued that GHRM is the driver of GSCM. Nevertheless, our research show that GSCM, as a kind of enterprise’s environmental strategy, moderates the relationship between GHRM and employees’ innovative behavior.…”

Section: Discussionmentioning

confidence: 99%

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

Song

Bai

et al. 2023

Front. Psychol.

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Employees’ green innovative behavior encouraged by enterprises plays an important role in the enterprise sustainable development. The study explores the impact of perceived green human resource management on employees’ innovative behavior. Drawing upon the planned behavior theory, this study examines how perceived green human resource management impact employees’ green innovation behavior. Through three-stage questionnaire survey, 207 samples are obtained and hierarchical regression is employed to test the hypothesis., Data analysis results show that perceived green human resource management has a directly positive effect on employees’ green innovative behavior. Green behavior intention, self-efficacy of environmental protection behavior, and identity with the company’s green environmental protection system are the mediators between perceived green human resource management and employees’ green innovative behavior. Meanwhile, the results demonstrate that there is a chain mediating relationship among these variables. In addition, green supply chain management moderates the relationship between the identity of a green environmental protection system and employees’ green innovative behavior. These conclusions transcend the macro perspective and open the black box between green human resource management and enterprise performance. Enterprise should take a holistic view to play the role of green human resource management and supply chain management in the implementation of environmental strategy.

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“…This study has employed the lens of the AMO (ability-motivation-opportunity) theory [26]. This theory suggests that employee performance is highly dependent on the three factors of ability, motivation, and opportunity [27]. Organizations that are more likely to achieve strategic goals effectively and efficiently are more likely to improve employee performance [2].…”

Section: Underpinning Theorymentioning

confidence: 99%

Green Lifestyle: A Tie between Green Human Resource Management Practices and Green Organizational Citizenship Behavior

Meng

Murad

et al. 2022

Sustainability

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Increasingly negative business processes and climate change have prompted businesses to incorporate green lifestyle practices into their working systems as a promising first step. This study investigates the impact of green human resource management practices on green organizational citizenship behavior, with a green lifestyle acting as a mediator and green innovation and green shared value acting as moderators. The data were collected from 347 hotel industry employees in China, and the partial least squares structural equation modeling PLS-SEM technique was applied to verify the hypothesis relationships. The results show that green HRM practices positively and significantly impact green lifestyle and organizational citizenship behavior. Meanwhile, findings indicate that a green lifestyle positively mediates the relationship between green HRM practices and green organizational citizenship behavior. Furthermore, results show that green shared value significantly moderates the relationship between a green lifestyle and green organizational citizenship behavior. The moderating effect of green innovation is insignificant in the relationship between green HRM practices and green lifestyles. Finally, this article discusses the managerial implications and future insights. This study is useful for HR managers in the hotel industry to make the best possible strategic decisions and formulate the best possible strategies accordingly. Finally, this study provides insights for other practitioners and academics to better understand the concept of green lifestyles in order to improve green organizational citizenship behavior in their organizations.

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Green human resource management and environmental performance: the role of green supply chain management practices

Cited by 38 publications

References 71 publications

Modeling Ghrm, Green Human Capital, and Environmental Performance; Moderating Role of Pro-Environmental Attitude

Modeling Ghrm, Green Human Capital, and Environmental Performance; Moderating Role of Pro-Environmental Attitude

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

Green Lifestyle: A Tie between Green Human Resource Management Practices and Green Organizational Citizenship Behavior

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