Green Human Resource Management Bundle Practices and Manufacturing Organizations for Performance Optimization: a Conceptual Model

Zaid, Ahmed A.; Bon, Talib Talib; Jaaron, Ayham A.M.

doi:10.14419/ijet.v7i3.20.18986

Cited by 45 publications

(53 citation statements)

References 29 publications

(45 reference statements)

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“…Performance management is a process in which the employees are encouraged to enhance their professional skills to better achieve organizational goals [ 66 ]. The emergence of environmental management and its impact on global business strategies is influenced by the phenomena of “greening” [ 67 ].…”

Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Assessing the Impact of Green Hiring on Sustainable Performance: Mediating Role of Green Performance Management and Compensation

Martins

Aftab

Mata

et al. 2021

IJERPH

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The global need to preserve ecology has propelled the green movement across the globe. An emerging managerial challenge for all organizations is to protect natural resources by reducing their negative impact on the environment and increase sustainable performance. Greening is the need of the age to conserve natural resources. This study investigates the impact of green human resource management practice—i.e., green hiring—on the sustainable performance of public and private healthcare organizations. A quantitative research approach was used for data collection. Scale survey of 160 responses was gathered from public and private healthcare organizations. Partial least square–structural equation modeling was used for data analysis. The study results suggest that green recruitment has a positive and significant impact on environmental performance, economic performance, and social performance. Path coefficients test also revealed that green performance management and compensation significantly mediate the relationship between green hiring and sustainable performance of public and private healthcare organizations. This study is helpful for organizations in adapting GHRM practices that will benefit the organizations in all ways. This study also provides a better understanding to policymakers on how to promote GHRM practices and increase sustainability in organizations.

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Section: Literature Review and Hypothesis Developmentmentioning

confidence: 99%

Assessing the Impact of Green Hiring on Sustainable Performance: Mediating Role of Green Performance Management and Compensation

Martins

Aftab

Mata

et al. 2021

IJERPH

View full text Add to dashboard Cite

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“…Green Job design and Analysis Jabbour et al, (2010), Jabbour (2011), Masri and Jaaron (2017), Shah (2019). Renwick et al, (2008), Jabbour et al, (2010), Jabbour (2011), Mandip (2012), Arulrajah et al, (2015), Gholami et al, (2016), Gureci et al, (2016, Longoni et al,( 2016), Masri andJaaron (2017), , Nejati et al, (2017), Gupta (2018), Saeed et al,(2018), Shah (2019), Siyambalapitiya et al, (2018), Tang et al, (2018), Zaid et. al.,(2018, Chuadhary (2019), Islam (2019), Mukherjee et al, (2020)…”

Section: Theoretical Backgroundmentioning

confidence: 99%

An overview of green HRM practices among SMEs in Saudi Arabia

Faisal¹,

Naushad²

2020

JESI

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Green Human Resource Management (GHRM) has emerged as the driving force for businesses in the 21st century, as it is practiced by many progressive organizations globally. GHRM is considered as a source that is capable of gaining sustainable competitive advantage. For SMEs, it will not only provide impetus to growth but also a path towards sustainability. The current study intends to identify the most relevant aspects of GHRM, considered important by SMEs. Moreover, the study also intends to examine what should be the focal area among SMEs from the perspective of GHRM. The study is significant due to the fact that most SMEs lacks formal and full-fledged HRM department/activities due to financial and size constraints. The current study is grounded on the methodology of a multi-criteria decisionmaking approach, as without a scientific background and analogy, a sound decision making is not feasible. The current study utilises the Analytical Hierarchy Process (AHP), a multi-criteria decision making tool to support the objectives of the study. The data for the study was collected from the human resource managers/owners of facility management companies, based in Riyadh region of Saudi Arabia. Based on the results derived from analysis, the study establish the analogy that facility management SMEs in Saudi Arabia are least concerned about the "Green HR Acquisition" but moderately concerned about "Green HR orientation, Training and development", and are highly concerned about "Retaining highly competent employees in green HR practices". The implication of the study will be useful for mangers/owner of SMEs, and academicians.

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“…Using the ability, motivation and opportunity (AMO) theory, Yu et al (2019) investigated the moderating effect of IGSCP on GHRM and the effect of GHRM on supply chain environmental practices and discovered that internal environmental practices are necessary for the effective implementation of GHRM. Zaid et al (2018) established that IGSCP mediates the relationship between GHRM and economic performance.…”

Section: Introductionmentioning

confidence: 99%

Examining the influence of internal green supply chain practices, green human resource management and supply chain environmental cooperation on firm performance

Agyabeng‐Mensah

Ahenkorah

Afum

et al. 2020

SCM

170

204

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Purpose This study aims to examine the direct impact of internal green supply chain practices (IGSCP) on green human resource management (GHRM), supply chain environmental cooperation (SCEC) and firm performance (FP). The mediating influences of GHRM and SCEC on the influence of IGSCP on FP are also examined. The study further examines the mediating influence of SCEC on the link between GHRM and FP. Design/methodology/approach The study uses a quantitative method where data is gathered from human resource and supply chain managers of 139 manufacturing firms (food, beverage and alcohol, textiles, agrochemical and plastics), using customized questionnaires. The data is analyzed using the partial least square structural equation modeling software (SmartPLS 3.2.8). Findings The results suggest that the adoption of only IGSCP may negatively affect the market and financial performances of firms. However, the implementation of GHRM and SCEC may catalyze IGSCP to improve FP. Originality/value The study develops a comprehensive empirical model that tests the joint influence of internal green supply chain, GHRM and SCEC on FP. The findings indicate that IGSCP, GHRM and SCEC help firms to advance FP.

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Green Human Resource Management Bundle Practices and Manufacturing Organizations for Performance Optimization: a Conceptual Model

Cited by 45 publications

References 29 publications

Assessing the Impact of Green Hiring on Sustainable Performance: Mediating Role of Green Performance Management and Compensation

Assessing the Impact of Green Hiring on Sustainable Performance: Mediating Role of Green Performance Management and Compensation

An overview of green HRM practices among SMEs in Saudi Arabia

Examining the influence of internal green supply chain practices, green human resource management and supply chain environmental cooperation on firm performance

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