Nexus between green intellectual capital and green human resource management

Yong, Jing Yi; Yusliza, Mohd Yusoff; Ramayah, T.; Fawehinmi, Olawole

doi:10.1016/j.jclepro.2018.12.306

Cited by 358 publications

(408 citation statements)

References 70 publications

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“…Based on the correlation and strength results, the relationship between the two variables of employee development and maintenance with knowledge management is desirable, and these results are consistent with the findings of Matošková & Směšná (2018) and Yong (2019). In explaining this finding, it can be said that human capital, which is considered to be one of the most effective tools for organizational empowerment, is done simultaneously by the administrative affairs manager.…”

Section: Discussionsupporting

confidence: 78%

Proporcionar un modelo de gestión de recursos humanos basado en la gestión del conocimiento en las organizaciones ejecutivas de Sari

et al. 2020

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Las organizaciones ejecutivas necesitan diseñar procesos estratégicos a fin de utilizar recursos humanos efectivos para una mayor productividad. Entonces, la presente investigación tuvo como objetivo proporcionar un modelo de gestión de recursos humanos basado en la gestión del conocimiento en las organizaciones ejecutivas de Sari, Irán. Esta investigación se aplica en términos de propósito y su método es la investigación por encuesta. La naturaleza de este estudio es descriptiva con el tipo de correlación. La población estadística incluye: 1) 15 expertos familiarizados con el campo de la gestión de recursos humanos que fueron seleccionados mediante el método selectivo; 2) empleados que trabajan en las organizaciones ejecutivas de Sari (29.697 personas) que, según la fórmula de Cochran, se seleccionaron 400 personas por muestreo aleatorio por conglomerados método. La recopilación de datos se realizó mediante un cuestionario de investigación de gestión de recursos humanos con 54 preguntas y gestión del conocimiento con 24 preguntas. La CVR se calculó como 0.97.4 y 0.95.1, respectivamente, y fue aceptable. El coeficiente alfa de Cronbach también se estimó por encima de 0,7, lo que confirma la fiabilidad del instrumento. En el análisis de los datos, se utilizaron exámenes de ruta y modelos de ecuaciones estructurales utilizando el software Lisrel. Basado en el resultado, la fuerza de la relación entre las variables de gestión de recursos humanos y la gestión del conocimiento se calculó en 0.48, lo que mostró que la correlación es fuerte y deseable. El estadístico t (4.99) también fue mayor que el valor crítico de t al nivel de error del 5%, es decir, 1.96, lo que indica que la correlación fue significativa. En conclusión, se puede decir que la gestión de recursos humanos y la gestión del conocimiento como dos componentes coordinadores desempeñan un papel determinante en la competitividad de la organización entre sí, y las organizaciones que prestan atención a estos componentes importantes definitivamente lograrán su desarrollo y excelencia deseados.

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Section: Discussionsupporting

confidence: 78%

Proporcionar un modelo de gestión de recursos humanos basado en la gestión del conocimiento en las organizaciones ejecutivas de Sari

et al. 2020

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“…The study of green HRM in the individual context is still at the infancy stage (Dumont et al, 2016), particularly in Malaysia (Yong, Yusliza, Ramayah, & Fawehinmi, 2019). Therefore, this study aims to inform different categories of industries of the vital role of green HRM in supporting environmentally friendly behavior at work and how beneficial it can be for the organizations and the environment.…”

Section: Resultsmentioning

confidence: 99%

Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

et al. 2020

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The rapid degradation of today’s environment has required the governments and organizations to introduce effective countermeasures. Governments have enforced green policies, and organizations have drawn on these policies to implement environmentally friendly workplace practices. The success of these practices is very much dependent on the employees and the extent of their green behavior. As such, there is a need to determine whether green behavior can be positively influenced by other variables. One of the suggested influencing variables is green human resource management (HRM). Another variable with the potential mediating effect is personal moral norms (PMN). Also, there is a need to examine the interplay of green HRM, employee green behavior (EGB), and PMN within the context of higher education institutions (HEIs) as they also take responsibility for protecting the environment. It is believed that to date, studies of this nature have not involved academics at HEIs in Malaysia. This study aims to examine the mechanism by which green HRM affects EGB of academics at Malaysian HEIs through PMN as mediator. Data were collected through a cross-sectional quantitative survey among 425 academics at five research universities in Malaysia. The analysis was performed using Smart PLS version 3.2.8. There was a positive significant relationship between green HRM and PMN and a positive significant relationship between PMN and EGB. Hence, green HRM had an effect on EGB through the mediating role of PMN. However, there was no significant direct relationship between green HRM and EGB. Other studies have investigated the effects of several mediating variables in the relationship between green HRM and EGB; however, the effect of one variable—PMN—has not been examined. This study, as it investigates the vital aspect of behavioral formation, is believed to be the first study that examines the mediating role of PMN in the interplay between green HRM and EGB of academics. The theoretical and practical implications are discussed in this study.

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“…The literature suggested that companies could implement the Green Business concept through the implementation of Green HRM (Jackson et al, 2011;Opatha & Arulrajah, 2014;Nejati, Rabiei, & Chiappetta Jabbour, 2017;Yong et al, 2019) because human resources had an important role in building organizational culture, including an environmentally friendly one. According to Paillé et al (2014), HRM is closely related to organizations' environmental concerns and eventually to organizations' environmental performance.…”

Section: Green Hrm and Its Implementationmentioning

confidence: 99%

A Qualitative Study of Green HRM Practices and Their Benefits in the Organization: An Indonesian Company Experience

Suharti

Sugiarto

2020

Business: Theory and Practice

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Green Human Resource Management (HRM) aims to shape employee behavior to help organizations achieve their environmentally-friendly goals. Firms can translate the implementation of Green HRM concept into each HRM function. This paper is qualitative exploratory research that investigates the implementation of Green HRM in a company located in Indonesia that is internationally reputable for being an environmentally friendly company. This study aims to highlight the implementation of Green HRM through various HRM functions and to analyze the positive impacts of the implementation of Green HRM on individuals and organizations. The results demonstrated that the implementation of Green HRM provided benefits for individual employees and the company as well. In particular, individual employees had better green and non-green work outcomes. Meanwhile, at the organizational level, the benefits of the implementation of Green HRM were the creation of environmentally friendly organizational culture and work climate, the increased efficiency of various resources, the formation of positive corporate image and increased economic and eco-performance. It is expected that this study contributes to extend the literature on the implementation of Green HRM and its benefits to companies.

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Nexus between green intellectual capital and green human resource management

Cited by 358 publications

References 70 publications

Proporcionar un modelo de gestión de recursos humanos basado en la gestión del conocimiento en las organizaciones ejecutivas de Sari

Proporcionar un modelo de gestión de recursos humanos basado en la gestión del conocimiento en las organizaciones ejecutivas de Sari

Exploring the Interplay of Green Human Resource Management, Employee Green Behavior, and Personal Moral Norms

A Qualitative Study of Green HRM Practices and Their Benefits in the Organization: An Indonesian Company Experience

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