Green human resource management

The impact of green HRM practices on green innovative work behaviour: empirical evidence from the hospitality sector of China and Pakistan

Amid a global shift towards eco-friendly practices, this study investigates the impact of green human resource management (GHRM) practices on green innovative work behavior (GIWB) in the hospitality sector, focusing on emerging and developing countries, specifically China and Pakistan. The research also explores the mediating roles of green perceived organizational support (GPOS) and organizational citizenship behavior towards the environment (OCBE), as well as the moderating role of green transformational leadership (GTL). This study is grounded in the AMO (ability, motivation, and opportunity) theory and organizational support theory. Data were collected through a questionnaire, yielding 503 valid responses from hotel employees in Beijing, China, and 498 valid responses from Islamabad, Pakistan. Structural Equation Modeling (SEM) was employed to examine and compare the results across both samples. The findings reveal positive and significant relationships between GHRM and GIWB, as well as notable mediation and moderation effects among the specified variables. Interestingly, GTL did not significantly moderate the relationship between GHRM and GIWB in Pakistan's sample, highlighting a regional contrast. This study contributes to advancing the implementation of GHRM practices to enhance GIWB in the hospitality sector, with insights into the role of GTL across different cultural contexts.

Corporate social Responsibility's impact on passenger loyalty and satisfaction in the Chinese airport industry: The moderating role of green HRM

Corporate social responsibility has been extensively discussed and linked to the firm performance by the researchers. However, a significant research gap remains unexplored and that is measuring the association between corporate social responsibility, passenger satisfaction, and loyalty in the context of two international airports in China. This research also measures the moderating impact of green human resources management on the relationship between CSR, passengers' satisfaction, and loyalty. Data from two international airports in China were collected through a questionnaire. A total of 269 questionnaires were used for statistical analysis using Smart PLS 3.3. The findings from the statistical analysis revealed that corporate social responsibility in the airport affected passenger satisfaction and loyalty positively and significantly. Moreover, green human resource management in an airport plays a moderating role between corporate social responsibility, passengers' satisfaction, and loyalty. Overall, the study's findings enrich the literature on CSR, customer satisfaction, and loyalty, portray GHRM's role in the airport setting, and suggest practical indications for services industries. Discussions, limitations, and future recommendations are also given.

An integrated methodology for green human resource management in construction industry

Today, by increasing public awareness about environmental issues and pressures from governments and other stakeholders, companies have dealt with environmental challenges more than ever. This paper focuses on environmentally sustainable performance using an integrated methodology based on meta-synthesis, Delphi, and structural equation modeling (SEM) techniques which are utilized in different phases. In the first phase, an in-depth review of green human resources management (GHRM) literature is conducted based on the meta-synthesis method, and as a result, 38 codes are extracted. Next, to adapt and customize the codes with the nature of the construction industry, 2 rounds of Delphi method are implemented to extract the expert judgment from a panel of 15 industry professionals, resulting in 21 codes in 7 categories. To validate the developed methodology, a dataset from 33 Iranian construction companies are collected along with 15 factors in 5 categories determined using SEM. The findings reveal that among 9 main GHRM components extracted from the literature, just 5 components including green recruitment and selection, green performance management, green-reward, green-based employee empowerment, and green training have significant and positive relationships with GHRM. Finally, managerial insights, limitations, and future research directions are discussed.

Enhancing industrial environmental performance: interplay among environmental sustainability, green HRM, and green competitive advantage

This study highlights the importance of green human resource management (HRM) practices, which investigates the connection between environmental sustainability and green competitive advantage. Using the CGM model and the generalized method of moments (GMM), this research investigates how green HRM may foster environmental sustainability by creating a competitive advantage for businesses. Research shows that green HRM may achieve green competitive advantage practices, crucial for environmental sustainability. By "green HRM practices," we mean incorporating environmental concerns into traditional HRM processes, including hiring, training, evaluating, and compensating employees. However, the importance of green HRM practices cannot be overstated due to their efficiency in creating a competitive advantage and advancing environmental sustainability. Specifically, the research shows that businesses that have adopted "green HRM practices" outperform their competitors in terms of environmental sustainability. The last section emphasizes the importance of green HRM as a key facilitator of environmental sustainability. Implications for businesses that want to improve their environmental performance are also provided.

Impact of green HRM practices on sustainable performance: mediating role of green innovation, green culture, and green employees' behavior

The concept of sustainability in the context of human resource management (HRM), or more precisely, green HRM, has significantly transformed in recent years. Human resources are an important and valuable asset of a firm. In this research, green HRM is concentrated on the areas where HRM is held accountable for the company's sustainability initiatives. The research examines the effects of green HRM on organizational performance in China while considering the mediating roles of green innovation (GI), green employee behavior (GEB), and organizational culture. The data was gathered from 316 HR specialists working in various Chinese manufacturing businesses to meet the study's goals. A self-administered questionnaire utilizing the preexisting scale is used to obtain the data (detail is provided in Table 1). The smart PLS 4 structural equation modeling approach is applied for the data analysis. The study results indicate that green HRM practices influence green innovation (GI), green culture (GC), and green employee behavior (GEB). Furthermore, results also suggest that GI, GC, and GEB influence the organization's sustainable performance (SP). The research has several theoretical, methodological, and practical ramifications for many stakeholders, including the Chinese security exchange commissions, firms' senior management, academics, and HR specialists.

Responses to COVID-19, small and medium enterprises' corporate social responsibility and psychological capital of employees: From the mediating perspective of affective commitment

The influence of corporate social responsibility (CSR) on employees' positive psychological capital in stressful situations remains unexplored in the literature for small and medium enterprises (SMEs). This study aims to examine how CSR could assist employees in developing psychological capital during the COVID-19 pandemic. In order to understand the aforesaid relationship, an attempt is made to study the mediation effect of affective commitment. Structural equation modelling (AMOS 21.0) was used for data analysis and hypothesis testing on a sample of 545 employees from 356 Malaysian SMEs. The results of this study showed that SMEs' CSR policies helped to improve the positive psychological capital of their employees during the COVID-19 pandemic. Also, affective commitment complementary mediates the relationship between CSR and psychological capital. During the COVID-19 pandemic, SMEs should come up with a consistent way to implement CSR policies and procedures to improve employees' psychological capital and increase their affective commitment toward the enterprise. There are two main contributions to the literature from this study, in addition to enriching previous empirical research on CSR. As a first contribution to the CSR literature, it examines how CSR impacts employees' psychological capital during a pandemic. COVID-19 is one of the recent pandemics that offers an opportunity to examine its effects on employee psychological state. Secondly, the results of the study add to the growing body of empirical research that supports affective commitment's significant relationship with CSR and enhances employees' psychological capital during a pandemic in a developing market.

Green HRM and employee green behavior in the manufacturing firms: do psychological green climate and employee green commitment matter?

Purpose

Green human resource management (HRM) plays a vital role in improving employees’ green behaviour. A research gap exists in the roles psychological green climate and employee green commitment have in the relationship between green HRM and employees’ green behaviour. Building on social exchange and social identity theories, this study aims to propose a model of the effects of green HRM on employees’ green behaviour through the serial mediation of psychological green climate and employee green commitment.

Design/methodology/approach

Data were collected from 297 full-time employees working in various manufacturing organizations in India using cross-sectional research design and self-reported measures. Structural equation modelling was used to examine the model fit of the serial mediation model, and PROCESS macro with a bias-corrected bootstrapping method was used to test the hypotheses.

Findings

The result of the study revealed that green HRM impacts employees’ green behaviour. Further, the findings showed that both psychological green climate and employee green commitment individually mediate the relationship between green HRM and employees’ green behaviour. The key outcome of this research is the partial serial mediation of psychological green climate and employee green commitment in the relationship between green HRM and employees’ green behaviour.

Originality/value

This is one of the primary studies that examined the serial mediating effect of psychological green climate and employee green commitment in the relationship between green HRM and employees’ green behaviour. This study contributes to the existing literature on green HRM and green behaviour by evincing the mediating mechanism of psychological green climate and employee green commitment.

Green HRM and ecofriendly behavior of employees: Relevance of proecological climate and environmental knowledge

Human Resource Management (HRM) helps develop an ecofriendly culture by molding employee behavior. However, numerous elements also play critical roles. The intent of this article was to inspect the influence of green HRM on workers' in-role and extra role ecofriendly behavior using the mediating effect of proecological climate and green empowerment. The regulating effect of environmental knowledge on workers' extra role behavior was also planned to investigate. To inspect the data, this study employed a two-stage approach of structural equation modeling (SEM). Purposive sampling was applied to collect data for the study, which included an empirically verified questionnaire. The discoveries from the study revealed that environmental knowledge doesn't strengthen the affiliation between GHRM and employees' extra role ecofriendly behavior. Besides, proecological climate and green engagement have an important role to shape employees' ecofriendly activities. The results of the study can assist the industry-wide decision-making process. It will also open new ground to study other sectors.

Reducing environmental pollution by organisational citizenship behaviour in hospitality industry: the role of green employee involvement, performance management and dynamic capability

Being a prominent tourist destination, the hotel industry's demand in Malaysia has been increasing day by day. There is still a shortage of studies focusing on how hotels can make environmental management routine work, take environmental laws seriously and be more responsive to the environment. This study focused on the connections between green employee involvement, green performance management and green dynamic capability in implementing environmental law in the hospitality industry. The study also evaluates the mediating role of implementing environmental law between green employee involvement, green performance management, green dynamic capability and organisational citizenship behaviour to reduce pollution. This study employed a quantitative approach to test the hypotheses and a convenient sampling method to collect the data from hotel employees. Out of 600 distributed questionnaires, useable responses were 253 to proceed with data analysis. Data were analysed through structural equation modelling (SEM) using the Smart-PLS and SPSS. The relationship between green employee involvement, green performance management, green dynamic capability and implementation of environmental laws was discovered and considered unique in the hotel industry in Malaysia. The study further established the mediating role of environmental law between independent and dependent variables.

Impact of green supply chain management and green human resource management practices on the sustainable performance of manufacturing firms in Pakistan

Using the resource-based view theory, this paper explores the association between green human resource management and green supply chain management. Moreover, the collective impact of green human resource management and green supply chain management on the triple bottom lines (social, environmental, and economic performance) was tested. The current study employed a random sampling technique in evaluating data from 212 firms from the chemical, pharmaceutical, automotive, textile, and food industries. Our main findings include the following. First, green human resource management positively influenced the triple bottom lines. Second, green supply chain management mediates green human resource management and triple bottom lines. Specifically, internal green supply chain management mediates green human resource management practices and sustainable performance. In contrast, external green supply chain management practices only mediate the relationship between green human resource management practices and the environmental and social perspective of sustainable performance. The study provides managerial implications and future recommendations.

Analyzing the pro-environmental behavior of pharmaceutical employees through Green HRM practices: the mediating role of green commitment

Since last few decades, preserving the natural environment has been considered an important issue. Almost every organization is paying attention to environmentalism worldwide. The successful green management in a firm depends on the employee's pro-environmental behavior. The purpose of this study is to examine the impact of green human resource management practices on employee's pro-environmental behavior. While considering the mediating role of green commitment. Both Green Human Resource Management Practices and pro-environmental behavior have been considered by various studies but determining green behavior through Green Human Resource Management practices was neglected before. Therefore, this study adopts a quantitative approach to fill the gap. Data has been collected from 279 employees through convenience sampling from the pharmaceutical industry of Pakistan. Structural equation modeling was used to analyze the developed constructs. The findings show that there is a direct and indirect effect of Green Human Resource Management practices on employee's pro-environmental behavior through green commitment. The study is unique in its implications. It provides practical and theoretical implications. This study not only bridges the gap highlighted in the literature by introducing Green Human Resource practices as antecedents toward green behavior but also contributes to the literature of organizational behavior, environmental studies, and human resource management and strengthen the AMO framework by using it to explain employee's green behavior through Green Human Resource Management practices.

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

Increasing environmental awareness in business life has given way to Green Human Resources Management practices. The positive corporate image created by GHRM is encouraging for many employees and boosts their work engagement. GHRM practices make employees feel proud about their organization and creates a value-based ground for working in their current companies. Actually, internalized green inclinations of organizations, namely, value alignment between an organization and an employee, can make their employees feel greater psychological ownership about their companies, leading to greater engagement as it is suggested in social identity theory. Being inspired from psychological ownership literature, in this study, it is assumed that being exposed to Green Human Resources Management practices can make employees feel higher levels of work engagement and psychological ownership can have a mediator effect in this relationship. The model has been a tested model among 255 Turkish white-collar employees working in a manufacturing sector. Analyses have been carried out using the AMOS structural equation program and the PROCESS program. Results confirmed the above assumptions, confirming the assumptions of social identity theory and revealed the existence of mediator effect in the relationship between GHRM and work engagement of employees, illuminating the importance of GHRM for employees' positive attitudes toward their organization.

The mediating role of green innovation and green culture in the relationship between green human resource management and environmental performance

There is evidence in the literature that green HRM practices improve environmental profitability. On the other hand, existing research has failed to explain how GHRM can support the development of a green culture and green innovation influence the firm’s environmental performance and long-term growth. This study investigates the relationship between GHRM, green culture, green innovation, and a firm’s environmental performance. In addition, the study examines the mediating role of green culture and green innovation in the relationship between GHRM and environmental performance. This research conducts a large-scale study of 290 employees from Manufacturing firms in Malaysia. The research results provide managers with a better knowledge of how GHRM helps develop sustainable culture and green innovation and how these elements contribute to the improvement of environmental performance inside the organization. This study also makes a significant contribution in terms of novelty and research relevance by demonstrating that green culture and green innovation positively mediate the relationship between GHRM and environmental performance in a sustainable manner. Managers will understand the GHRM required to develop an ecologically conscious culture and promote green innovation among environmentally conscious employees. Finally, we highlighted the importance of this study for top management in the sense of mediating the role of green culture and green innovation and the consequences for future generations of responsible managers who will acquire this knowledge.

Green Human Resource Management: A Bibliometric Analysis

Despite the growing attention which green human resource management (GHRM) has been gaining, the field is still remarkably young, and conceptual clarity is yet to be attained. A bibliometric review of GHRM from 2010 to 2020 was conducted on the Web of Science and analyzed using the VOSviewer software package, version 1.6.16 developed by Van Eck and Waltman (Leiden, The Netherlands). The results show the exponential growth of this topic, although there seems to be no consensus regarding its definition, conceptualization and measurement. Concerning its conceptual development, GHRM seems to currently fit the second stage of development (evaluation and augmentation) of Reichers and Schneider’s three-stage model of the evolution of constructs. Future research seems to point in the direction of establishing the barriers separating GHRM from other human resource management topics, defining green practices and determining the antecedents and consequences of GHRM.

Relationship of green human resource management with environmental performance: mediating effect of green organizational culture

Purpose

Environment concerns and climate changes have led organizations to reorient their processes with a focus toward sustainability. Organizations recognize that incorporating greening in HR practices has the potential to address environmental concerns. The present study aims to focus on investigating the relationship between green human resource management (GHRM) practices and environmental performance (EP). It is premised that the adoption of green human resource practices facilitates the development of a green organizational culture (GOC) that helps the organization to gain strategic business advantage with respect to the competitors. The literature suggests that the adoption of green human resource practices among organizations is at a nascent stage. The present study focusses on understanding the mediating role of three dimensions of GOC, that is, degree, diffusion and depth in the relationship between green human resource practices and EP that has not been addressed in the empirical literature.

Design/methodology/approach

The present study developed a model consisting of GHRM practices as an independent variable, the three dimensions of culture (degree, diffusion and depth) as mediators, and EP as the dependent variable. The study followed a quantitative exploratory research approach. The sample consisted of 278 employees from private and public sector organizations located in India. The hypothesized model was analyzed using structural equation modeling (SEM).

Findings

The study found the green human resource practices to be significantly related with EP of the organization. Results of parallel mediation confirmed that the “degree” dimension of GOC played a significant mediating role in the relationship between green human resource practices and EP of the organization. The other two dimensions of GOC, diffusion and depth, did not have a significant mediating role in this relationship. The findings of the study have been explained in the context of social identity theory, resource based view and ability–motivation–opportunity theory.

Practical implications

The study provides practical insights for researchers and managers who seek to adopt sustainability objectives in the organization. The findings have the potential to encourage human resource managers to adopt green human resource management practices toward promoting a culture of greening in the organization. The importance of developing and measuring EP targets for industry leadership is also emphasized.

Originality/value

The originality of the study lies in classifying and understanding GOC in terms of three dimensions, that is, degree, diffusion and depth, following the model proposed by Harris and Crane (2002). The three dimensions help in assessing the current level of GOC. This assessment promotes the judicious application of resources by the organization and adopts green practices to foster the organizational EP.

Organizational Environmental Culture, Environmental Sustainability and Performance: The Mediating Role of Green HRM and Green Innovation

This study investigated Environmental Sustainability (ES) and Environmental Performance (EP) through the direct and indirect use of Organizational Environmental Culture (OEC). This study focused on top managers, namely, the CEOs and directors of SMEs, along with their middle managers. In this study, the researchers employed green HRM and Green Innovation (GI) as mediators. We applied a quantitative approach that utilized cross-sectional data collected from Saudi Arabian Small and Medium-sized Enterprises (SMEs). We used a survey questionnaire with a convenience sampling technique and succeeded in obtaining replies from 236 respondents. By using the Structural Equation Model (SEM), this study’s findings demonstrate that OEC has a positive and significant effect on green HRM and GI. This study’s findings support the development of policies that promote ES and EP through green environmental practices. Further, green HRM and GI are significant predictors of ES and EP. This study’s findings also show that green HRM and GI have a mediating effect in developing the associations between OEC and ES and EP. Ultimately, this study’s findings make a significant contribution to the depth of the empirical evidence about SMEs in the context of Saudi Arabia.

Impact of Green HRM Practices on Environmental Performance: The Mediating Role of Green Innovation

Numerous organizations have faced substantial environmental performance challenges resulting from more than a half-century of worldwide industrialization. Grounded in social learning theory and recourse-based view theory, this study explores environmental performance and its impact on employees and industry outcomes. Drawing on a cross-sectional online survey of 500 full-time employees working in the chemical industry in Lahore, Pakistan. The results revealed a significant positive influence of Green HRM practices on employees' Green innovation as well as on environmental performance. Additionally, significant influences of study variables were recorded on outcomes such as green compensation and reward, green performance management and appraisal, green training and development, and green recruitment and selection. Several key policy insights related to consumer resistance to innovation in low income societies and future research directions are suggested, along with theoretical and practical implications.

Green service production and environmental performance in healthcare emergencies: role of big-data management and green HRM practices

Purpose

This study aims to examine the impact of big data management on green service production (GSP) and environmental performance (ENPr) while considering green HRM practices (GHRM) in healthcare emergencies.

Design/methodology/approach

The authors collected primary data from major healthcare organizations in India by surveying healthcare professionals. The data analysis through structural equation modelling (PLS-SEM) reveals several significant relationships to extricate the underlying dynamics.

Findings

Grounded in the theories of service production and natural resource-based view (NRBV), this study conceptualizes GSP with its three dimensions of green procurement (GP), green service design (GSD) and green service practices (GSPr). The study conducted in India's healthcare sector with a sample size limited to healthcare professionals serving in COVID-19 identifies the positive and significant impact of big data management on GSP and ENPr that organizations seek to deploy in such emergencies. The findings of the study explain the moderating effects of GHRM on GSP-ENPr relationships.

Research limitations/implications

The study was conducted in the healthcare sector in India, and its sample size was limited to healthcare professionals serving in COVID-19. The practical ramifications for healthcare administrators and policymakers are suggested, and future avenues of research are discussed.

Originality/value

This paper develops a holistic model of big data analytics, GP, GSD, GSPr, GHRM and ENPr. This study is a first step in investigating how big data management contributes to ENPr in an emergency and establishing the facets of GSP as a missing link in this relationship, which is currently void in the literature. This study contributes to the theory and fills the knowledge gap in this area.

How Do Green Human Resource Management Practices Encourage Employees to Engage in Green Behavior? Perceptions of University Students as Prospective Employees

This study measured the perceptions of prospective employees (university students) towards organizations practicing green human resource management and how these perceptions could influence their future green behavior in the workplace. The sample of the study consisted of students from the largest university in North Cyprus and 400 questionnaires were administered with 342 valid responses being returned. The data was tested by confirmatory factor analysis by using analysis of moment structures (AMOS) software version 24.0 and factor, regression, and correlation analyses were conducted. The data analysis revealed that green human resource management had a direct influence on prospective employees’ perceived green task-related and voluntary behaviors and an indirect influence via the mediation of psychological green climate perception. The importance of incorporating sustainable dimensions within HRM departments, as well as the function of GHRM practices in achieving sustainability, was highlighted in this study. This study further contributes to the literature of behavioral HRM and focuses on the green side of HRM to contribute to the environmental management literature as well as providing insight into prospective employees’ (students) perceptions of GHRM practices, which will create an impact on their future green workplace behaviors.

Green supply chain management implementation: modeling the green supply chain practices (GSCPs)

Purpose

This study aims to identify and recognize the interrelationship between green supply chain practices (GSCPs) and analyze the effect of GSCPs on green supply chain management (GSCM) implementation on the premise of driving and dependence power of GSCPs.

Design/methodology/approach

This research identifies twenty GSCPs with the consultation of the team of industry practitioners and academicians. Interpretative structural modelling (ISM) is applied to develop the relationship between GSCPs, which gives the direct and indirect effects of each GSCPs. The result obtained from ISM is used as an input for Fuzzy matriced impacts croises multiplication appliquee a un classement (Fuzzy MICMAC) to identify the driving and dependence power of GSCPs.

Findings

An integrated model has been established using ISM and the Fuzzy MICMAC method to categorize the GSCPs. It reveals the direct and indirect effect of each GSCPs on the execution of GSCM. The result shows that driver GSCPs have deliberate importance because of their driving power and dependent GSCPs are more performance-oriented.

Research limitations/implications

ISM model and fuzzy MICMAC analysis depends on the judgment of the professional's team from a single industry. These opinions may be subjective judgments of the experts and any biasing may influence the final result.

Practical implications

This study gives significant guidance to industry practitioners and academicians. Industry practitioners need to concentrate on these most significant GSCPs for the successful implementation of GSCM. They must also plan for the growth of GSCM by concentrating on all GSCPs. On the other side, academicians may be motivated to categorize other issues which are essential for GSCPs.

Originality/value

In this research, an effort has been made to identify the significant GSCPs for GSCM implementation on a single platform. A huge literature is available on GSCPs, but none of the researchers paid attention to model these GSCPs using ISM and fuzzy MICMAC.

How Environmental Knowledge and Green Values Affect the Relationship between Green Human Resource Management and Employees’ Green Behavior: From the Perspective of Emission Reduction

Green human resource management (GHRM) determines the green behavior practice of employees and affects the social environment and the realization of “Beautiful China” and “Green Development”. In this study, to explore the impact mechanism of GHRM on employees’ green behavior, employees at all levels in an enterprise were selected to be research subjects and a regulated intermediary model was established, based on social exchange theory and the individual-environment matching theory. This paper investigated the enterprise’s GHRM, personal green behavior, relational psychological contract, environmental knowledge and green values. The results show that GHRM has a significant positive predictive effect on employees’ green behavior, the relational psychological contract plays an intermediary role between GHRM and employees’ green behavior and the intermediary role of the relational psychological contract is regulated by environmental knowledge and green values. These research results explain the relationship between GHRM and employees’ green behavior and provide an important basis for enterprises to implement GHRM practice and promote employees’ green behavior.

Green human resource management and environmental performance: the role of green supply chain management practices

Purpose

This research scrutinizes the connection between green human resources management (GHRM) and environmental performance (EP) through mediating role of green supply chain management (GSCM).

Design/methodology/approach

The conceptual prototype developed in this research was originated from familiarized literature review on the connection between EP, GSCM and GHRM. Moreover, this research employed a quantitative approach through conducting interviews and questionnaires for statistics assortment from the following entities: chief executes, general managers, directors, human resource managers, logistics managers, operation managers and supply chain managers in the manufacturing sector in Pakistan. The partial least squares structural equation modelling (PLS-SEM) was considered for statistical exploration by accepting 269 useable responses.

Findings

The research asserts significant encouragement of GHRM and GSCM on EP. Moreover, GSCM arbitrates significantly between GHRM and EP.

Research limitations/implications

This research recommends policies to manufacturing concerns that they should work to stabilize ecological sustainability by developing maximum GHRM and GSCM.

Originality/value

This research comes up with an innovative variables structure which has never been adopted before in the manufacturing area of Punjab in Pakistan.

A green human resource management approach of participation in decision-making and behavioural outcomes – a moderated mediated model

Purpose

This study aims to assess the moderating and mediating role of supportive culture (SC) in the relationship between participation in decision-making (PDM) and job satisfaction (JS) and the dimensions of commitment, such as affective commitment (AC), normative commitment (NC) and continuance commitment (CC).

Design/methodology/approach

Data were collected from 712 employees working in different public sector undertakings (PSUs) across India. Necessary condition analysis and partial least square analysis were used to test the proposed hypotheses.

Findings

The findings of the present study indicated that SC is partially mediating the relationship between PDM and JS; PDM and AC. However, SC did not mediate the relationship between PDM and NC; PDM and CC. PDM was positively and significantly related to SC, JS, AC, NC and CC. JS had a significant impact on AC, NC and CC. It is highly desirable for organizations to retain their employees ranging from line managers to top management levels and provide opportunities for everyone to actively use their experience and expertise.

Originality/value

The findings have implications for managers, as well as employees in PSUs, as they demonstrate how several work-related factors can be emphasized to maintain employees' commitment and motivation. Until now, India has paid scant attention to the role of SC as a mediator and moderator between PDM, JS and multiple commitments. This study cautiously collected responses from unbiased employees working in a variety of organizational functional units.

Green human resource management, corporate social responsibility and customer relationship management: relationship analysis in the Brazilian context

Purpose

This paper aims to analyze green human resource management's (GHRM’s) relationships with corporate social responsibility (CSR) and customer relationship management in Brazilian companies.

Design/methodology/approach

A sample of 142 companies – from the electro-electronics, mechanical metals, packaging, footwear and plastics industries – was examined using the partial least squares method.

Findings

The results reveal that GHRM practices positively influence CSR practices, which act as a moderating construct to positively influence customer relationship management.

Research limitations/implications

The results cannot be generalized due to the non-probabilistic sampling used; however, the results meet the requirements of the statistical methodology.

Practical implications

These findings contribute to business managers' decision-making, as they demonstrate that organizations must develop a consistent culture focused on social and environmental issues. This also reveals that the human resources field can contribute to developing a socially correct company, with the subsequent possibility of satisfying customers to retain and create customer loyalty.

Social implications

The results show that for a company to be sustainable from an economic, social, and environmental perspective, the involvement of human resource management is fundamental.

Originality/value

This paper contributes to academia by presenting a new theoretical model, tested using a sample of Brazilian companies, which illuminates GHRM as an area still under development.

Influencing Mechanism of Green Human Resource Management and Corporate Social Responsibility on Organizational Sustainable Performance

Sustainable organizational achievement of firms is the dominant approach in today’s world, with an inclination on improving profitability, social condition, and a healthy environment. Based on ability, motivation, opportunity (AMO), and stakeholder theories, this study explored the green human resource management (GHRM) and corporate social responsibility (CSR) mechanism towards sustainable performance achievement. A structured questionnaire survey from 305 samples was appropriate for the quantitative study on this research. Moreover, widely used structural equation modeling and analysis of moment structures (AMOS) was used to analyze the proposed structural model of the study. Findings from the study added significance to all posited hypotheses and validated the study model. The current study added literature to the body of knowledge on green human resource management practices and corporate social responsibility in the pursuit of improved performance towards society, the environment, and sustainability of construction firms. For future studies, the inclusion of industries such as transportation-based industries and manufacturing companies that contribute to development should be considered for broad learning.

Sustainable human resource management: a systematic review of a developing field

Purpose

This study aims to systematically review sustainable human resource management (HRM) research with the aim of establishing its research themes, methods and contextual focus to develop a better understanding of the state of the field and the gaps in the research, as well as to propose a future research agenda.

Design/methodology/approach

This study uses a systematic literature review method that involves the use of 122 studies from six reputable databases covering January 2003 to March 2020.

Findings

There is an over-concentration on the ecological perspective of sustainable HRM and managers dominate the examined population. Moreover, there are geographical imbalances in sustainable HRM research. More so, the idea of bundling sustainable HRM practices together has received scanty research attention relative to the individual sustainable HRM best practices. Consequently, from a strategic HRM perspective, the authors highlight various ways to bundle sustainable HRM practices together. Also, the authors suggest that the ability-motivation-opportunity enhancing (AMO) theory’s perspective provides particularly useful means for this investigation. Furthermore, the findings suggest that sustainable HRM can influence organisations to become more competitive and effective in their quests to ensure economic prosperity, social well-being and ecological outcomes for their stakeholders.

Practical implications

The evidence reveals that there are significant gaps in the literature on the topic and confirms that the field is still at its developmental stage. Hence, there is a need for more rigorous research on the topic to help develop a better understanding of this new field.

Originality/value

This study contributes by providing the first comprehensive review of sustainable HRM themes, methods and contextual focus and by proposing future research agenda. It, therefore, offers a valuable point of departure for those moving into the sustainable HRM domain, as well as valuable insights for those already working in this space.

Role of employee relations and HRM in driving commitment to sustainability in MSME firms

Purpose

The purpose of this study is to explore the role of employee relations and human resource management (HRM) practices on firms' commitment to sustainability in the context of micro, small and medium enterprises (MSME) in India. This paper proposes a theoretical framework, namely “awareness, action, comprehensiveness, and excellence (AACE),” to present the solutions and practices as adopted by MSME firms in meeting their sustainability objectives alongside pluralistic constraints related to human resource, capital and legitimacy risk.

Design/methodology/approach

The paper employs a cross-case methodology to investigate five food processing MSME firms to understand and delineate the role of employee relations and HRM practices in driving their commitment to sustainability.

Findings

The paper discusses the status of employee relations and HRM practices as practiced by MSME firms, specifically designed to meet their agenda to strengthen their commitment to sustainability. The study proposes a framework constituting four levels, namely “awareness, action, comprehensiveness, and excellence (AACE),” that reflects HRM practices as adopted by MSME firms to develop their commitment to sustainability.

Social implications

MSMEs and food processing industries are critical to the growth of Indian economy and likewise for other emerging and developing economies. They are especially critical for their contribution to overall employment and sustainability comprising the second, third and fourth supplier links in supply chains. They have a major impact on sustainability outcomes and the life quality of employees. This paper makes a contribution in this direction.

Originality/value

The study fulfills the need to explore the role of employee relations and HRM practices to develop “commitment to sustainability” in the context of food processing MSME firms in an emerging economy of India. This paper adds an understanding of people management practices and sustainability in small firms (MSMEs), adding to the existing literature on the domain, which is mostly skewed toward large firms.

Green human resource management and corporate social responsibility

Purpose

In the past, simply fulfilling economic performance alone was critical to ensuring the success of companies and their shareholders, but this traditional perspective is not compatible with society's current demands, as there is increasing social pressure on organizations to become more sustainable and reduce impacts on the environment, promoting sustainable results in their business processes. In this context, the specialized literature states that human resources management (HRM) is considered a central aspect for building sustainable organizations, in particular, the area of green human resources management (GHRM). Thus, this study analyzes the relationship between GHRM and corporate social responsibility (CSR) in Brazilian companies. Company's age, size, ISO 9001 and 14001 certifications are the control variables.

Design/methodology/approach

The authors adopted a quantitative approach in conducting the survey. Four waves of email were sent to HR and CSR managers from 853 Brazilian companies from the metallurgical, automotive and chemical industries. In total, 79 questionnaires were fully answered, higher than the minimum sample calculated by the G*Power 3.1 software, which corresponds to a return rate of 9.26%. For the analysis of the results, the partial least squares method was used.

Findings

This research identifies that GHRM practices, in fact, positively influence CSR practices. The findings evidence that practices of performance evaluation, teamwork and recruitment and selection are the most important for a better CSR performance. The research results indicate that the “ISO 9001 certification” control variable also has a positive and significant effect on CSR and that the size of the company, the age of the company and the ISO 14001 certification, in the analyzed sample, were not relevant (as control variables) for CSR.

Originality/value

Current literature highlights the gap between GHRM and CSR. This relationship is not explored in Brazil. The study uses a new theoretical model, and it fills the gap identified in the literature. This paper brings important theoretical and managerial contributions. It is the first in the literature to show, in an empirical way, the positive relationship between GHRM and CSR, contributing in an original way to the state of the art of the GHRM and CSR theme. In addition, this research adds empirical evidence on GHRM and CSR in Latin America/South America/Brazil.

Effects of green human resource management: testing a moderated mediation model

Purpose

The purpose of this paper is to examine organizational attractiveness as a mechanism through which adoption of green human resource management (GHRM) practices affects potential employees’ intent to pursue career in an organization. Specifically, an integrative moderated mediation model with employees’ personal environmental orientation as moderator of the above-stated relationship was proposed.

Design/methodology/approach

The sample comprised 172 final-year engineering students registered in a four-year undergraduate program in one of the top higher education institutes in India. SPSS 24 was used to test the moderated mediation model with the help of hierarchical regression procedures.

Findings

Results provided support for the moderated mediation model in which the indirect effect of GHRM on job pursuit intention through organizational attractiveness was moderated by environmental orientation of prospective applicants.

Practical implications

Results highlight the potential of GHRM in turning the organizations into talent magnets. This knowledge will motivate practitioners to effectively integrate GHRM with human resource policies, practices and employee initiatives for attracting quality applicants.

Originality/value

This research by presenting the positive outcomes of GHRM for the organizations contributes to scant academic literature on sustainable human resource management which is deficient with regard to knowledge around its consequences.

Green human resource management

Purpose

Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research.

Design/methodology/approach

The paper follows a systematic literature review approach. The selected journal articles are categorized on the basis of five focus areas in the Green HRM derived from the extant literature.

Findings

Research has grown significantly over the past 12 years that has focused on Green HRM. A total of 70 articles were reviewed and most of these articles employed quantitative method and were carried out in developing countries. Based on the five focus areas identified in this literature review, the performance outcome of Green HRM at both the organizational level and individual level received the greatest attention from the researchers.

Research limitations/implications

This paper is limited to a review of academic articles obtainable from online databases, containing the words “Green human resource management”, “Green HRM”, “Green human resource”, “Environmental HRM”, “Green training” and “Environmental training” in the title. Additionally, only papers from high quality, peer-reviewed journals were evaluated. Other academic sources such as books and conference papers were not included in this study.

Originality/value

The paper presents a structural overview of 70 peer-reviewed articles published in leading academic journals from 2007 until early 2019. This review provides an increased understanding of the existing state of current research, trends and future research directions in the Green HRM discipline.

Top management commitment, corporate social responsibility and green human resource management

Purpose

The purpose of this paper is to analyse the relationship between top management commitment, corporate social responsibility (CSR) and green human resource management (GHRM).

Design/methodology/approach

A self-administered questionnaire was adopted to perform a systematic collection of data from manufacturing and service organisations in Malaysia. The partial least squares method was used for the conceptual framework of the study.

Findings

The observed findings indicate a significant positive relationship between top management commitment and CSR, as well all dimensions of GHRM. However, counterintuitively, the relationship between CSR and GHRM was found not to be as significant as expected (except for CSR and green analysis/job description), which can be explained through the emerging perspective that CSR and HRM should be linked.

Research limitations/implications

The findings provide insights as to the nature of GHRM and how it is affected by CSR and top management commitment in an emerging economy – in this particular study, Malaysia. Moreover, the observed results highlight the crucial importance of top management commitment in implementing GHRM practices and CSR efficiently in order to create positive environmental performance.

Originality/value

The authors believe that, to date, no study has explored the links between top management commitment, CSR and GHRM using empirical data from Malaysia, as well as that this research is an important emerging topic for researchers, academicians and practitioners.

Green human resource management in Indian automobile industry

Purpose

This paper aimed to examine the status of implementation of green human resource management (GHRM) practices in Indian automobile Industry. Specifically, the level of implementation of five GHRM practices: green recruitment and selection, green training and development, green performance management, green compensation and rewards and green employee involvement was assessed. In addition, an attempt was made to understand how various GHRM practices influence the task-related and voluntary green performance behaviors of employees.

Design/methodology/approach

Data were collected from employees working in automobile industries in India. In all, 91 employees working at various hierarchical levels in the organizations responded to the survey. SPSS 24 was used for the purpose of data analysis.

Findings

The results indicate very low level of implementation of various GHRM practices in the sampled automobile organizations. Among the five GHRM practices, the average score for only green training and development and green employee involvement could reach 3. The lowest scores were found for green performance management and green compensation and rewards. Further, all five GHRM practices were found to significantly predict the task-related and voluntary employee green behaviors.

Practical implications

The findings by providing empirical evidence on the positive association of GHRM practices with employee green behaviors carry significant implications for practicing managers in automobile industry in terms of providing incentives for integrating HRM practices with the environment management systems in the organization.

Originality/value

This paper is one of the pioneer attempts to assess and report the extent of implementation of GHRM practices in Indian automobile industry. This paper also contributes to the limited theoretical literature available on GHRM by empirically investigating its linkage with green performance behaviors of employees.

Environmental training: a systematic review of the state of the art of the theme

Purpose

The purpose of this paper is to carry out a systematic review of the state of the art of the environmental training theme and to propose a research agenda to shed light on this subject by suggesting new research in the area.

Design/methodology/approach

This is a systematic review of the state of the art of the environmental training theme.

Findings

The authors’ main contribution is the proposal of a research agenda with 11 recommendations for future research, such as conducting research in developed countries; research focusing only on environmental training; qualitative research using case studies; research that explores the co-evolution of environmental training practices with environmental management practices and with the maturity stage of environmental management in organizations; and research that addresses all aspects of environmental training phases proposed by ISO 10015: 2001.

Originality/value

This is the most recent research which conducts a systematic review of the state of the art on environmental training and proposes a research agenda with several suggestions that can guide researchers in human resources, environmental management, sustainability and supply chain management.

Promoting employee's proenvironmental behavior through green human resource management practices

Success of organizational initiatives for environmental sustainability hinges upon employees' proenvironmental behaviors. One of the contemporary important challenges faced by HR professionals is to ensure proper integration of environmental sustainability into human resource policies. The green human resource management (green HRM) has emerged from organizations engaging in practices related to protection of environment and maintaining ecological balance. The aim of this study is to examine the effects of green HRM practices (green recruitment and selection, green training and development, green performance management and appraisal, green reward and compensation, and green empowerment) on employee's proenvironmental behavior. Moreover, this study is going to test the mediating effect of proenvironmental psychological capital and the moderating effect of environmental knowledge on green HRM practices–proenvironmental behavior. Data from 347 employees working in coal generating, power industry, food, chemical, and pharmaceutical industries were collected. Results revealed that green HRM practices positively affected employee's proenvironmental behavior, and proenvironmental psychological capital mediated this link. Employee's environmental knowledge moderated the effect of green HRM practices on proenvironmental behavior.

Assessing organizations performance on the basis of GHRM practices using BWM and Fuzzy TOPSIS

Over the past few years, the need for sustainable environmental management has increased rapidly and green management has emerged as an important tool for the same. The role of Green Human Resource Management (GHRM) practices in environmental management and green management is widely known but still lesser discussed in academic literature. Thus, realizing the importance of GHRM in environmental management by organizations, this study attempts to identify the important practices of GHRM and evaluate the performance of manufacturing organizations using GHRM practices. A three-phase methodology is used for the same. The first phase involves identification of GHRM practices in manufacturing organizations through literature review and expert opinion. The second phase involves ranking of GHRM practices using Best Worst Method (BWM) and third phase methodology involves evaluating manufacturing organizations on the basis of GHRM practices using Fuzzy Technique for Order Preference by Similarity to Ideal Solution (TOPSIS). This research can help managers to identify important practices of GHRM for their organization. This study also provides a framework for managers to evaluate their organization's performance on the basis of GHRM practices.