Green human resource management and environmental sustainability

Abstract

Purpose-The main purpose of this study is to understand the effect of green human resource management practices on environmental sustainability. Companies that have responsibility about environmental issues want to reach green goals. Therefore, green movement in human resources policies as recruitment, selection, training and development, performance evaluation can improve environmental performance of the organization. Methodology-In this study, we make theoretical suggestions for further studies to understand green human resources practices and its role in environmental sustainability. Findings-Organizational culture, structure and strategy should be shaped to enhance sustainable development in the organization. By this way, organization would be more engaged in social and environmental responsibilities by their organization' adaptation to green human resources practices. Conclusion-These implications are valuable to understand the human side of environmental management and its contribution to sustainable human resource management. Green human resources management (GHRM) which also develops corporate reputation can foster employees' involvement in environmental practices and make them motivated in green activities.

Internal environmental management and green human resource management: significant catalysts for improved corporate reputation and performance

“…Akin to IEM, our result confirms that GHRM significantly enhances CR. This result is consistent with the works of Al Kerdawy (2019), Chaudhary (2018) and Esen and Caliskan (2019). This result implies that firms in developing countries like Ghana can use GHRM as leverage to enhance their reputational standing and employer credibility within the ecosensitive business milieu.…”

“…In addition to the apparent environmental benefit of implementing GHRM, firms enjoy remarkable reputational benefits for implementing green initiatives, thus making GHRM a very important area for businesses (Patel, 2014). By implementing GHRM, firms carve a competitive niche for themselves, enhance their branding and CR (Esen and Caliskan, 2019). GHRM normally enhances the environmental image of organizations (Al Kerdawy, 2019).…”

Does GHRM spur business performance via green corporate citizenship, green corporate reputation and environmental performance?

“…Besides, the result conforms to the works of other scholars (Esen and Caliskan, 2019; Cheema and Javed, 2017) where it was suggested that firms enjoy superior reputational benefits from myriad stakeholders when they implement GHRM. Thus, Ghanaian oil and gas companies are seemingly boosting their level of environmental credibility in the eyes of stakeholders due to the adoption of GHRM.…”

“…Apart from the obvious environmental benefit of adopting GHRM, firms enjoy intangible benefits such as superior reputation. Through GHRM, organizations distinguish themselves from competitors, thus, enhancing their corporate reputation and branding (Esen and Caliskan, 2019). GHRM mirrors a firm's strong position on protecting the natural environment via its human resource, consequently leading to the promotion of its environmental image (Al Kerdawy, 2019).…”

Green recruitment and adaptation practices in GHRM

“…Almost all research results [1][2][3][4][5][6][7] showed that recruitment and selection have a positive and strong impact on environmental and organisational performance. But a study by [8] showed slightly different results: recruitment does not affect performance, selection and placement affect performance, recruitment affects selection, and that selection affects placement.…”