Enhancing employee wellbeing and happiness management in the wine industry: unveiling the role of green human resource management

BACKGROUND

In today's business environment, where sustainability has emerged as a strategic axis of business practices, the study of the link between human resources management and environmental management becomes increasingly necessary. In this sense, the present research focuses on analyzing the impact of Green Human Resource Management (GHRM) on the Sustainable Performance (SP) of Spanish wineries, as well as the mediating effect of Employee Wellbeing (EW) and Work Engagement (WE) on this linkage. In addition, age, size and membership in a Protected Designation of Origin (PDO) are introduced as control variables to increase the precision of the cause-effect relationships examined.

METHODS

The study proposes a conceptual model based on previous studies, which is tested using structural equations (PLS-SEM) with data collected from 196 Spanish wineries between September 2022 and January 2023.

RESULTS

The findings of the research reveal the existence of a positive and significant relationship between the GHRM development and the SP of Spanish wineries, as well as the partial mediation of EW and WE in this association.

CONCLUSIONS

The uniqueness and significance of this study can be attributed to several crucial factors. First, it enhances the understanding and knowledge regarding the advantages associated with GHRM development. Second, no prior research has conducted a comprehensive study on GHRM as a catalyst for SP within the context of Spanish wineries. Third, to the best of the authors' knowledge, no previous study has analyzed the mediating role of EW and WE as mediators in the relationship between GHRM and SP of wineries.

Greening the workforce in higher educational institutions: The pursuance of environmental performance

The research aims to examine the role of green human resource management (GHRM) in the university's environmental performance. Furthermore, this research also focuses on the mediating effect of green commitment and pro-environmental behavior. It also aims to check how green self-efficacy moderates the relationship between green commitment and pro-environmental behavior. The paper opted for a quantitative design using the convenience sampling technique/approach by collecting the data through a structured questionnaire on 208 academic staff currently employed in the university. The data were collected from August until December 2021 on two campuses (Gujranwala, Jhelum) of the University of Punjab in Pakistan. The current study results give empirical insights that show how green human resource management practices lead to environmental performance at a greater level in a university setting. Study results proposed that change in behavior of employees through human resource management practices can ultimately affect the organization's environmental performance. Further results also demonstrate that green self-efficacy moderates the relationship between green commitment and pro-environmental behavior. This study highlights the role of the university staff's level of commitment and self-efficacy, which are beneficial for enhancing the university's environmental performance. The originality of this study fills the gap in how green commitment mediates the relationship of green human resource management and environmental performance further; it fulfills the gap of green self-efficacy that moderates the relationship of pro-environmental behavior and green commitment. The study sheds light on green human resource management practices in the higher education sector. It emphasizes the vital role of academic staff's environmentally conscious behavior in enhancing a university's environmental performance. The further study highlighted the increasing concept of green human resource management as a set of building the ability, enhancing motivation, and providing opportunities to influence workers' pro-environmental behaviors. The conclusion of the current research was capable of validating the positive concerns of green GHRM, behaviors, and commitments for environmental performance.

Sustainability metrics of environmental sustainability in Iranian manufacturing sector: achieving through human resources

The paper investigates the impact of green human resource management (GHRM) on operatives' green actions in Iranian businesses. GHRM is a human resource management approach that prioritizes environmental and social responsibility. The study uses a random sample of 385 managers and employees from Iran's industrialized businesses in all regions. The research uses partial least square structure equations modeling to evaluate the suggested framework. The results show that GHRM practices affect corporate social responsibility, green attitudes inside the workplace, and green activities taken by workers. In addition, a green mentality and a commitment to corporate social responsibility encourage environmental activities in the workplace. The green psychosocial environment and corporate social responsibilities are intermediaries between green human resources development and individual green behaviour in Iranian businesses. The study suggests that incorporating sustainability metrics into the human resource management system is vital for achieving a sustainable future in industrial development. The research has important implications for businesses around the world, particularly those in the manufacturing sector, by encouraging them to adopt more environmentally responsive methods, including reducing resource usage.

The influence of green human resource management on employees' green innovation behavior: The role of green organizational commitment and knowledge sharing

Employees' green innovation behavior is a key factor in enterprises' promotion of green development strategies. Combining social information processing and social exchange theory, this article considers workers' green organizational commitment (GOC) as a mediating construct and knowledge sharing as a moderating construct and establishes a model of the influence of green human resource management (GHRM) on workers' green innovation conduct in company settings. An empirical analysis of 436 employees from 28 high-tech enterprises in Fujian Province shows that GHRM has a positive significant bearing on workers' green innovation conduct. Employees' GOC has a positive mediating influence on the interaction between GHRM and employees' green innovation conduct. Employees' knowledge sharing moderates positively the interaction between green organizational commitment and green innovation behavior and moderates the mediating effect of green organizational commitment. Therefore, we propose stimulating employees' green innovation behavior by implementing green GHRM, focusing on green demand and creating a knowledge-sharing atmosphere.

An empirical investigation on the impact of green human resources management and green leadership on green work engagement

This research examines the interaction among green human resource management, green leadership, green work engagement, and green organizational culture within an emerging market. Specifically, the research investigates the mediating role of green organizational culture in the relationship between green human resource management, green leadership, and green work engagement in Vietnam's agricultural products industry. Data was collected from 380 employees, revealing that green human resource management and green leadership have a positive effect on green work engagement. Moreover, the findings demonstrate that green organizational culture plays a mediating role in the association between green human resource management, green leadership, and green work engagement. These results contribute to the existing theoretical framework of green human resource management, offering insights into the influence of green human resource management and green leadership on green work engagement through green organizational culture. The research highlights the significance of effective implementation of green human resource management initiatives, green leadership, and the promotion of a green organizational culture to foster employee engagement in environmentally sustainable work practices.

Green human resource management and economic, social and environmental performance: Evidence from the Spanish wine industry

The purpose of this research is to assess the impact of Green Human Resource Management (GHRM) on the economic, social, and environmental performance of Spanish wineries. Additionally, age, size, and Protected Designation of Origin (PDO) membership are introduced as control variables in order to increase the accuracy of the cause-effect associations examined. To reach this objective, a conceptual model has been constructed and assessed through Structural Equation Modeling (PLS-SEM) using data gathered from a survey conducted between September 2022 and January 2023, involving 196 Spanish wineries. The results demonstrate the occurrence of a positive and meaningful relationship between GHRM activities and the three yield typologies assessed in the Spanish wine context. This study is novel in the academic literature on environmental and human resource management, since, to the best of our knowledge, no previous research has looked into the effect of GHRM on the sustainable performance of Spanish wineries. Thus, it is useful for both academics and wine industry professionals who are examining potential variables that can catalyze winery performance.

Modeling the workplace pro-environmental behavior through green human resource management and organizational culture: Evidence from an emerging economy

This quantitative study investigates the relationships of green human resource management (GHRM) practices (e.g., green training and involvement, green recruitment, green performance management and compensation, and green transformational leadership) on green organizational culture and pro-environmental behavior, and the moderating role of green social capital and green values. This study adopts a cross-sectional design and collects quantitative data from 232 respondents working in top-to middle-level managerial positions in medium and large enterprises using a questionnaire survey after obtaining a list of companies from the Securities and Exchange Commission of Lahore, Rawalpindi, and Multan in Pakistan, applying the snowball sampling technique. A combined approach including partial least squares structural equation modeling and necessary condition analysis is employed to unravel the underlying mechanism between GHRM practices, green organizational culture, and pro-environmental behavior using Smart PLS version 4. The findings reveal that green transformational leadership (β = 0.267, p < 0.01), green performance management and compensation (β = 0.412, p < 0.01), green training and involvement (β = 0.226, p < 0.01) have a significant positive connection with green organizational culture. Moreover, green social capital (β = 0.206, p < 0.01), green values (β = 0.460, p < 0.01), and green organizational culture (β = 0.143, p < 0.05) have a significant influence on workplace pro-environmental behavior. The study did not discover any moderating influence of green values and GS on the relationship between green organizational culture and pro-environmental behavior. Nevertheless, it did identify a mediating effect of green organizational culture in the connections between green recruitment, green training & involvement, green performance management & compensation, green transformational leadership, and pro-environmental behavior. The original contribution of this study includes offering in-depth insights into the relationship between GHRM practices and pro-environmental behavior through an integrated framework combining the GHRM framework, ability motivation opportunity (AMO) theory, and norm activation model to the extant literature. With its empirical investigation, this constitutes a pioneering study in the field of GHRM that offers numerous practical implications with the robust result obtained using sufficiency logic tests applying necessary condition analysis. Organizations should recruit employees with green values and give them training, and performance and compensation benefits to ensure green transformational leadership and enhance pro-environmental behavior in the organization.

Barriers to green human resources management (GHRM) implementation in developing countries: evidence from China

Because of the current climate adaptation and long-term viability advancements, campaigners both locally and globally are pressuring businesses to embrace green practices. But there are challenges to putting green policies into action. The goal of this research was to analyze the most significant challenges encountered by Chinese businesses when attempting to implement environmentally responsible HR practices (GHRM). There were seventeen setbacks found, and these were sorted into five main groups. In order to pilot test the survey questions, we spoke with twenty experts in the fields of human resources and environmental management. One hundred and ninety-nine questionnaires were subsequently distributed to a random sample of company CEOs (19), HR managers (30), CFOs (30), and HR directors (40). The PSI approach was used to establish a hierarchy of the most significant obstacles and their subobstacles. Twenty-three percent of GHRM barriers in the research area were attributable to economic factors. The absence of financial resources emerged as the most crucial obstacle overall (with a score of 0.99) and among the subbarriers. The second most common barrier was found to be political and regulatory (20.1%), while the least common was found to be cultural and educational (18.2%). Government and financial institutions can help businesses overcome the most significant obstacles by offering low-interest loans for the development and implementation of sustainable business strategies and initiatives. As such, this study complements the current body of literature on green HR. Examining the challenges faced when trying to put GHRM into practice in a poor country context, this helps policymakers and practitioners in China and other similar economies understand environmental innovation barriers and develop policies to overcome them.

Unveiling green synergies: sustainable performance through human resource management, CSR, and corporate image under a mediated moderation framework

In the twenty-first century, the surge in natural resource consumption and climate change has necessitated stringent measures to ensure ecological integrity and corporate sustainability. Organizations are increasingly adopting green practices, including green human resource management (HRM), green corporate social responsibility (CSR), and the promotion of green firms' image. These strategies are central to fostering sustainable performance and responsible environmental stewardship. These constructs have also elevated consumers' satisfaction and trust in firms' ecological practices. This study employs a quantitative research approach and utilizes convenient sampling methods to explore the ecosystem within the hospitality sector of China. A survey was conducted among middle- and senior-level managers working in top 3-, 4-, and 5-star hotels. The study results demonstrate that green notions are the key to a corporate's sustainable performance. The study reveals that firms' eco-friendly motive ensures the greening of the hotel industry due to their eco-friendly motive. Therefore, companies should be responsible for the environment. They should ensure the implementation of green sustainable practices toward achieving corporate performance.

Impact of green human resource management on green creativity in pharmaceutical companies: mediation role of green mindset

This research study analyzed the impact of green human resource management on the green creativity of the employees of the pharmaceutical companies of Lahore, Pakistan, with the mediating role of a green mindset and the moderating role of green concern. The convenience sampling technique was used to sample employees of pharmaceutical companies. The study was quantitative and cross-sectional in nature, and it used correlation and regression analysis to investigate the hypothesis. A sample of 226 employees (including managers, supervisors, and other staff members) was drawn from different pharmaceutical companies in Lahore, Pakistan. The results of the study indicate that green human resource management has a positive significant effect on the green creativity of employees. Findings further explain that the green mindset acts as a mediator and partially mediates the relationship between green human resource management and green creativity. Furthermore, this study examined the role of green concern as a moderator and the results explain the insignificant relation which shows that green concern does not moderate the relationship between the green mindset and green creativity of the employees of pharmaceutical companies in Lahore, Pakistan. The practical implications of this research study are also discussed.

Green human resource management, competitive advantages, and green ambidexterity: using partial least squares structural equation modeling and necessary condition analysis

This study investigates the effect of green human resource management practices on green competitive advantage and the mediating role of competitive advantage between the green human resource management practices and green ambidexterity. This study also examined the effect of green competitive advantage on green ambidexterity and the moderating effect of firm size on green competitive advantage and ambidexterity. The results reveal that green recruitment and green training and involvement are not sufficient, but they are necessary for any outcome level of green competitive advantage. The other three constructs (green performance management and compensation, green intellectual capital, and green transformational leadership) are sufficient and necessary; however, green performance management and compensation is necessary only at an outcome level of more than or equal to 60%. The findings revealed that the mediating effect of green competitive advantage is significant only between three constructs (green performance management and compensation, green intellectual capital, and green transformational leadership) and green ambidexterity. The results also indicate that a green competitive advantage has a significant positive effect on green ambidexterity. Exploring the necessary and sufficient factors using a combination of partial least squares structural equation modeling and necessary condition analysis provides valuable guidance for practitioners to optimize firm outcomes.

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.

Green HRM, green innovation and environmental performance: the role of green transformational leadership and green corporate social responsibility

The current study attempted to inspect the influence of green human resource management (GHRM) practices and green innovation (GI) on environmental performance. Besides, the study considered green corporate social responsibility (GCSR) as a mediator to elaborate on the influence of GHRM and green innovation on environmental performance. Additionally, the current study assessed the role of green transformational leadership (GTFL) by the focus on GHRM and GI on GCSR. Data were gathered from 310 employees who are working in public and private banks by using a survey questionnaire. Subsequently, the data were analysed by using the partial least square structural equation modelling technique. The study findings showed that GHRM and GI positively influenced GCSR. In addition, the results revealed an insignificant relationship between GHRM and environmental performance (EP), whereas the influence of GI on environmental performance was significant. Moreover, GCSR positively influenced environmental performance. The results supported the mediator task of GCSR between the influence of GHRM and GI on EP. Finally, the findings indicated GTFL as a significant moderator. The study was theoretically grounded on NRBV theory. The study adds to the GHRM, GTFL, GCSR, green innovation and environmental performance theory in novel ways. The study also added to the literature by providing evidence on how transformational leadership can serve as a booster to transform the influence of GHRM on GCSR.

Recent trends of green human resource management: Text mining and network analysis

Issues of the environmental crisis are being addressed by researchers, government, and organizations alike. GHRM is one such field that is receiving lots of research focus since it is targeted at greening the firms and making them eco-friendly. This research reviews 317 articles from the Scopus database published on green human resource management (GHRM) from 2008 to 2021. The study applies text mining, latent semantic analysis (LSA), and network analysis to explore the trends in the research field in GHRM and establish the relationship between the quantitative and qualitative literature of GHRM. The study has been carried out using KNIME and VOSviewer tools. As a result, the research identifies five recent research trends in GHRM using K-mean clustering. Future researchers can work upon these identified trends to solve environmental issues, make the environment eco-friendly, and motivate firms to implement GHRM in their practices.

Analysis of factors affecting the implementation of green human resource management using a hybrid fuzzy AHP and type-2 fuzzy DEMATEL approach

The topic of green human resource management has attracted considerable attention during this last decade. Despite this interest, little research has been conducted to explore the successful implementation of green human resource management to achieve environmental sustainability goals. Therefore, this study aims to identify the factors affecting the effective implementation of green human resource management in petrochemical companies in Bushehr City. This research is the first article that has evaluated green human resource management measures in petrochemical industries, and on the other hand, it can be stated that it is the first paper to perform green measures of human resource management using the combined method of fuzzy hierarchical analysis and type-2 fuzzy DEMATEL. The present study seeks to identify these factors and examine their relationships based on existing theoretical foundations and expert opinions. Based on results, factors affecting green human resource management implementation were divided into five categories: recruitment and employment, training and development, performance appraisal, service compensation and reward, and green organizational culture management. In other words, a total of five criteria and twenty green sub-criteria were identified for the implementation of green human resource management. Fuzzy AHP and type-2 fuzzy DEMATEL were applied to determine the weights of the criteria. The results showed that the process of green training and development is the most critical factor in the effective implementation of green human resource management. Also, training and development processes, service compensation, and green organizational culture management are affecting factors to achieve this critical issue. In order to implement green human resource management, this study has proposed the priority of green measures for petrochemical industry managers.

Greening the work force in Brazilian hotels: the role of environmental training

BACKGROUND

Organizations are increasingly required to reduce their environmental impact through the adoption of environmental management, which requires the support of human resource practices.

OBJECTIVE

The objective of this study is to determine whether human resource management practices, especially training, are supporting environmental management practices at four hotels located in Brazil.

METHODS

This research is qualitative, based on the analysis of four hotels in Brazil.

RESULTS

Based on the systematized empirical evidence collected from four hotels (Hotels A, B, C, and D), it can be concluded that: (1) human resource management is still not fully aligned with environmental objectives at the hotels studied; (2) only Hotel B has implemented environmental management practices and aligned with human resource management in a more developed manner, which may indicate that these two variables of analysis could have interrelations; (3) environmental training as a human resource management practice was verified in all hotels analyzed.

CONCLUSIONS

The greening of human resources practices is not fully aligned with environmental objectives in the hotels studied. If these hotels really wish to "go green," environmental training will be necessary. Hotel stakeholders play a major role in implementing the greening of the hotel industry.