The Role of Green Human Resource Practices in Fostering Green Corporate Social Responsibility

Abstract

This study develops a conceptual framework and investigates green human resource practices (GHRM)—green recruitment and selection, green training and development, and green reward and compensation? effects on pro-environmental psychological climate and pro-environmental behavior, which cause green corporate social responsibility (GCSR). We employ information technology (IT) capabilities as a moderator between the GHRM and pro-environmental behavior. It applies a convenience sampling technique and survey questionnaire to collect data from 388 employees at CPEC projects. Results demonstrate that GHRM positively influences pro-environmental psychological climate and pro-environmental behavior that significantly develops GCSR. IT capabilities significantly moderate the relationships between GHRM and pro-environmental behavior. The study findings add to the body of green HRM practices, strategic management, and information processing and policy makers better postulate, align, and exercise their green HRM practices for its synergetic effects for green CSR and sustainability. We also acknowledge some limitations and provide future directions.

Green Human Resource Management in Practice: Assessing the Impact of Readiness and Corporate Social Responsibility on Organizational Change

“…This study breaks new ground in the field of Green Human Resource Management (Green HRM) by uniquely combining the perspectives of Perceived Organizational and External Green Readiness with the moderating role of corporate social responsibility (CSR) in the Malaysian context. While prior research has addressed these elements in isolation [25], this study integrates them within a single analytical framework, drawing on the theoretical underpinnings of institutional theory and stakeholder theory [22,26]. The focus on Malaysia, a rapidly developing economy with an increasing emphasis on sustainable practices [6,14,15], adds to the study's originality by exploring Green HRM in a unique cultural and institutional context.…”

Green human resources management: A novel tool to boost work engagement

“…Moreover, GHRM interventions can encourage employees to take green initiative and engage in green proactive behavior, which is considered as an individual investment according to conservation of resources theory (Jermsittiparsert et al, 2019 ; Hameed et al, 2022 ). Without a doubt, companies encouraging their employees to become a part of green initiatives make them feel more identified with their organizations and develop high levels of psychological ownership, owing to their efforts and investments on green issues (Liu et al, 2012 ).…”

Employees’ behavioural action towards corporate environmental performance: The moderating effect of moral reflectiveness

“…In this study, we call for the need of the hotel industry to focus on employees' behavioural concepts, such as low carbon behaviour, in dissipating environmental degradation in South Africa. Some erstwhile studies describe low carbon behaviour as “pro-environmental behaviour”- [ 9 ], green behaviour”- [ 10 ] and “environmentally friendly behaviour” [ 11 ]. Therefore, this research argues that hotels should be interested in promoting low-carbon behaviour among employees since it can enhance their brand image, attract eco-conscious customers, lower firms' expenses, secure environmental-related certifications, and promote corporate environmental performance [ 12 ].…”