Green Lifestyle and Pos: Which One Does Have the Biggest Role in Influencing the Influence of Green HRM on Employee Performance?

Wulansari, Nury Ariani; Witiastuti, Rini Setyo; Ridloah, Siti

doi:10.24198/jbm.v20i1.212

Cited by 2 publications

(1 citation statement)

References 27 publications

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“…The concept of sustainability arises due to the rapidly changing business environment, environmental degradation, and awareness of the society to protect the environment. GHRM itself is expected to be able to produce a green life style (GLS) in order to increase efficiency, employee engagement and discipline, positive environmental improvement, as well as lower the operational costs of the business (Chuah, Mohd, Kamaruddin, Binti & Noh, 2021;Wulansari, Witiastuti & Ridloah, 2019;Alavi & Aghakhani, 2021). It needs to be realized that GLS is complex facet and is related to individual experiences, hierarchies, values, latent attitudes, multiple behaviors, and barriers (Lubowiecki-Vikuk, Dąbrowska & Machnik, 2021).…”

Section: Introductionmentioning

confidence: 99%

Green human resource management, green supply chain management, green lifestyle: Their effect on business sustainability mediated by digital skills

Setyaningrum

Muafi²

2023

JIEM

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Purpose: This study aims to empirically test and analyze the role of Green Human Resource Management (GHRM) and Green Supply Chain Management (GSCM) and Green Lifestyle on business sustainability mediated by digital skills.Design/Methodology: This study involved logistics managers at manufacturing companies in DKI Jakarta and West Java, Indonesia. It is because these two provinces have the largest manufacturing companies in Indonesia. From a late survey, the researchers obtained data from 250 questionnaires that were distributed. Then from all the data, there were 218 data that could be processed for further analysis. This study utilized the Structural Equation Model (SEM) analysis technique with AMOS 24 software in the data testing process.Findings: This study has confirmed a number of findings including: With the current COVID-19 Pandemic, Green Human Resources Management (GRHM) and Green Supply Chain Management (GSCM) are needed in Business Sustainability. GSCM has a positive effect on Business Sustainability (BS). Indonesia is also facing a revolution of 4.0 and 5.0, and Green Human Resources Management (GHRM) practice has an influence on BS and is deemed having significant and positive effect. In addition, manufacturing companies support the practice of green environment so that Green Supply Chain Management (GSCM) practice needs Digital Skill (DS) in enhancing its performance. Also, it has been proven in this research that GSCM has positive and significant effect. Digital Skill (DS), however, has no direct effect on Business Sustainability (BS).Research Limitation/Implications: This study focuses on the scope of green human resource management, green supply chain management, and green lifestyle and their impact on business sustainability mediated by digital skills. The next study is expected to examine the concept of green human resource management in service companies in order to obtain unique findings and confirm the relevance of the green human resource management concept in various business phenomena.Originality/value: This study explains the concept of Green Human Resource Management (GHRM), Green Supply Chain Management (GSCM) and Green Lifestyle (GL) towards Business Sustainability (BS) which is a different concept from the concept of Human Resource Management (HRM) implemented in manufacturing companies. In addition, this study discusses the green supply chain in its influence on business sustainability. Also, this study explains the role of the concept of Digital Skills (DS) in influencing Business Sustainability (BS).Practical and Social Implication: This study is expected to be a reference for practitioners, especially in the fields of Green Human Resource Management (GHRM), Green Lifestyle (GL), and Green Supply Chain Management (GSCM) in improving Business Sustainability (BS). Furthermore, the concept of green human resource management can be used by organizations as an effective alternative to increase responsibility in increasing business sustainability. Digital skills have a very significant role in implementing the research model.

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Section: Introductionmentioning

confidence: 99%

Green human resource management, green supply chain management, green lifestyle: Their effect on business sustainability mediated by digital skills

Setyaningrum

Muafi²

2023

JIEM

View full text Add to dashboard Cite

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Unlocking sustainability: the dynamic nexus of organizational support, identification, and green HRM practices in cultivating pro-environmental excellence

Saeed,

Mehmood,

Aftab

et al. 2024

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Purpose There is a growing need to promote and practice sustainable HRM to foster greener organizations with trained employees who have an attitude and behavior to preserve depleting resources. The purpose of this study is to highlight the importance of sustainable green human resource management (Green HRM) practices along with organizational identification (OI) as a mediating factor and perceived organizational support (POS) as a moderating factor. Design/methodology/approach Quantitative methodology was used, and the data were collected from 311 employees working in telecommunication organizations located in the twin cities of Rawalpindi and Islamabad, Pakistan. Results of the study are based on the structural equation modeling technique using Smart-PLS. Findings Findings revealed that OI proved to be a significant positive mediator between Green HRM and organizational citizenship behaviors for the environment. POS also proved to be a significant moderator on the relationship between Green HRM and OI. Research limitations/implications The study is limited to the two cities of Pakistan; future studies can focus on more cities so that the results can be more generalized. Practical implications This study will especially be useful for HR practitioners to develop mechanisms to initiate and encourage sustainable HR practices. Social implications Organizations’ positive position is established through the inculcation of green activities among their employees. Thus, a sense of responsibility and attachment among employees toward green behavior makes them good citizens. It also works well for their organization as well as for the environment. Moreover, it preserves environmental resources and helps ensure sustainability. Originality/value The research paper was aimed at exploring the importance of sustainable Green HRM practices in a developing country like Pakistan.

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Green Lifestyle and Pos: Which One Does Have the Biggest Role in Influencing the Influence of Green HRM on Employee Performance?

Cited by 2 publications

References 27 publications

Green human resource management, green supply chain management, green lifestyle: Their effect on business sustainability mediated by digital skills

Green human resource management, green supply chain management, green lifestyle: Their effect on business sustainability mediated by digital skills

Unlocking sustainability: the dynamic nexus of organizational support, identification, and green HRM practices in cultivating pro-environmental excellence

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