Green human resource management practices: a review

Arulrajah, A. Anton; Opatha, H.H.D.N.P.; Nawaratne, N. N. J.

doi:10.4038/sljhrm.v5i1.5624

Cited by 196 publications

(232 citation statements)

References 23 publications

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“…Positive impact of HR on innovation also was confirmed by research of Allani, Arcand and Bayad (2003), they considered HR is a key factor for company's competitiveness and critical capacity for innovation. Other studies of Karlsson (2013), Arulrajah (2014) and Ghamdi and Razek (2015) explored the relationship between organizational HRM practices and innovation, and the conclusion was that HRM practices are important to foster organizational innovation.…”

Section: Hypothesismentioning

confidence: 99%

Critical successful factors for innovation in vietnamese firms

Nam

Tuân²,

Minh

2017

JIEM

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Abstract:Purpose: Innovation is considered as a core element of sustainable competitive advantage in the rapidly changing environment. However, in Vietnam, researches on innovation are very rare, which are mostly general reports without underlying analyses of innovation in firms, especially determinants for innovation. Therefore, this paper focuses on analyzing critical successful factors for innovation in Vietnamese firms. Originality/value: This study makes a contribution for both academics and practitioners. For academics, this study provided one more empirical evidence of the determinants for innovation.Regarding practical implications, this study suggests that Vietnamese companies have to strengthen capabilities for employees through training, encourage generation of new ideas, rule breaking, and innovative behaviors by organizational members. Together, having high awareness of innovation, building rational innovation strategy and policy is essential factors that firms should possess and develop to enhance innovation performance. Although there is no confirmation for impact of finance on innovation level, firms should understand that increasing innovation investment can bring favorable condition to create innovation especially in SMEs.

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Section: Hypothesismentioning

confidence: 99%

Critical successful factors for innovation in vietnamese firms

Nam

Tuân²,

Minh

2017

JIEM

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“…According to Mishra et al, GHRM expresses an innovative process including human-oriented technological innovations and developments [21]. While Deshwal described GHRM as an organizational strategy to improve environmental consciousness of employees [22], Renwick et al [23], Mohd-Yusof and Mohd-Yusof [24], Sheopuri and Sheopuri [25], Ahmad [26], Razab et al [27], Arulrajah et al [28], and Sharma [29] focused on GHRM practices as the critical success factors, a strategic tool, or a strategy for competitive advantage.…”

Section: Corporate Governance and Strategic Decision Makingmentioning

confidence: 99%

“…Besides, compliance with legal regulations and laws is also supplied through training practices. In a review study, Arulrajah et al [28] speciied GHRM practices and those that are related to developing green abilities are provided below ( Table 3).…”

Section: Developing Green Abilities: Atracting and Developing Talentementioning

confidence: 99%

“…Arulrajah et al [28] carried out a review study on the current green human resource practices and gathered these practices under several categories as green job analysis and design, green human resource planning, green recruitment, green selection, green induction, green performance assessment, green training and development, green rewarding system, green job safety, green discipline management, and green employee relations. Below, the GHRM functions were considered within the frame of Ability-Motivation-Opportunity theory (AMO Theory) of Renwick et al [23] as developing green abilities, motivation of green employees, and providing green opportunities.…”

Section: Green Training and Developmentmentioning

confidence: 99%

“…Additionally, establishing environmental management information system (EMIS) and environmental audits, incorporating corporate environmental management objectives and targets with the performance evaluation system of the organization, installing corporatewide environmental performance standards, integrating green criteria in appraisals or evaluating employee's job performance according to green-related criteria, including a separate component for progress on greening in the performance feedback interview, providing regular feedback to the employees or teams to achieve environmental goals or improve their environmental performance, and introducing or formally evaluating all employees' green job performance are included in environmental assessments for GHRM practices [28].…”

Section: Renwick Et Al Speciied Ghrm Practices That Motivate the Empmentioning

confidence: 99%

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Gaining a Competitive Advantage through Green Human Resource Management

Aykan¹

2017

Corporate Governance and Strategic Decision Making

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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.

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Connecting green HRM practices to pro‐environmental behavior through green human capital in the hospitality sector

Ogiemwonyi,

Alam,

Alotaibi

2023

Bus Strat Dev

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The increasing focus on environmental sustainability has opened up a new area of research that explores the role of green “human resource management (HRM)” practices. Scholars in this field are investigating how these practices can support efforts toward achieving environmental sustainability. Although there is growing interest in studying green HRM practices, there have only been a few studies that have looked into how these practices affect the abilities, experience, expertise, intelligence, knowledge, skills, and training of employees in relation to pro‐environmental behavior (PEB). This is important as PEB can help to reduce negative environmental activities and promote green sustainability in the hospitality sector. To bridge this empirical gap, the investigation of the effects of green HRM practices on PEB was carried out, with a particular emphasis on the mediating function of green human capital (GHC). A research study was conducted on 269 stable participants in the Nigerian hospitality sector using the “partial least squares [PLS]” approach. The study successfully shows that green HRM practices, such as green hiring, green training and development, green discipline management, and environmental performance, can directly predict GHC. The analysis was based on both PLS and social cognitive theory (SCT). According to the study, green HRM practices are connected to PEB through GHC, except for green compensation. The study indicates that PEB can be predicted by environmental performance and GHC. This study has significant theoretical implications for green HRM practices and provides valuable insights to hospitality managers. Moreover, it offers suggestions for potential areas of future research.

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Green human resource management practices: a review

Abstract: Abstract

Cited by 196 publications

References 23 publications

Critical successful factors for innovation in vietnamese firms

Critical successful factors for innovation in vietnamese firms

Gaining a Competitive Advantage through Green Human Resource Management

Connecting green HRM practices to pro‐environmental behavior through green human capital in the hospitality sector

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