Green human resource management research in emergence: A review and future directions

The influence of green human resource management on university sustainability in higher education: the role of mediating environmental performance and green commitment

The purpose of the research is to examine how green human resource management (GHRM) contributes to the sustainability of the university. This study also focuses on how environmental performance and dedication to sustainability can act as mediators. Additionally, it seeks to examine the interplay between GHRM practice and university sustainability and how green environmental success and green dedication moderate that interaction. As the primary technique of data collection, a survey questionnaire on green HRM and environmental factors was distributed to a total of 273 university staff at Majmaah University in Saudi Arabia. The results of staff environmental performance and commitment point to a beneficial impact on sustainability in higher education institutions. Our study also demonstrates that when an employee scores highly on green performance evaluation and appraisal, the impact of green HRM practices on green dedication is more significant. By connecting green HRM practices to university sustainability through sustainability impact and green commitment, the current study adds fresh theoretical insights into the field of environmental management literature. Our findings give staff members advice on how and when to use green HRM techniques to improve university sustainability in higher education institutions.

How does green human resource management foster employees' environmental commitment: A sequential mediation analysis

Drawing on the social identity theory, this study aims to examine the impact of organizational pride and organizational identification as sequential mediators in the association between green HRM and employee environmental commitment. The study extended prior research by incorporating the sequential mediators of organizational pride and organizational identification. The researchers gathered data from 267 employees of telecommunications companies in Pakistan. They used Smart PLS software version 3.0 to carry out partial least squares structural equation modeling to verify the hypotheses. The results indicate that green HRM leads to organizational pride, which, in turn, leads to increased organizational identification and, consequently, enhances environmental commitment. The findings hold significant value to practitioners and HR managers striving to develop HR practices that support sustainability, contribute to a culture of environmental responsibility, and lead to positive green outcomes for employees.

A multilevel conceptual framework on green practices: Transforming policies into actionable leadership and employee behavior

As organizations have recognized their cause/solution relationship with the environment, increasing attention is being given to the role of employees make in achieving green organizational objectives. Even though, business sustainability initiatives are often led by leaders; employee green behavior (EGB) plays a vital role in success of such initiatives. The current paper focuses on relatively less researched topic of EGB. It uses a narrative review approach to develop a multi-level conceptual framework that draws upon the connectivity of leadership influence at firm and team levels, and how this influences individual level EGB. The paper offers a holistic approach to influencing effective green strategies in organizational contexts. By doing so, it contributes to the larger debate on different dimensions, mechanisms, and levels of environmentally responsible behavior in organizational settings and opens up new avenues for multi-level and cross-layer empirical research.

Driving employee organizational citizenship behaviour through CSR: An empirical study in the context of luxury hotels

In the recent years, there has been a rising interest among luxury brands to be environmentally responsible and promote employee discretionary behaviour. However, the underlying mechanisms that explain why, when, and how employees demonstrate discretionary environmental attitudes and behaviour in luxury contexts are not well-known. To accelerate this discourse; the current study examines the impact of environmental corporate social responsibility (CSR) on employees' organizational citizenship behaviour towards environment. Drawing insights from social cognitive theory, this study empirically validates a conceptual model through the data collected from 406 employees of luxury hotels and analysed using structural equation modelling. The results confirm the significant effect of environmental CSR on employees' organizational citizenship behaviour towards environment. The results also reveal that employee environmental commitment and green work engagement partially mediate the proposed relationship. Moreover, contrary to expectations, gender did not moderate the influence of environmental CSR on employee environmental commitment and employee green work engagement, whereas the relationship between environmental CSR and organizational citizenship behaviour towards environment was stronger for males than females. We argue that creative environmental CSR assignments in luxury hotel chains help employees develop engagement, identification, and commitment with the environmental strategy of the hotels towards solving grave environmental problems that modern societies are grappling with.

Studying green climate nexus with green work engagement: how are environmental sustainability and personality traits important?

The  purpose of this research was to investigate the complex relationship between workers' green job involvement and factors such as environmental sustainability, personality characteristics, the green climate, environmental views, and values. Survey data from a representative cross-section of workers at a variety of companies were analyzed using structural equation modeling in this study. According to the findings, there is a positive link between environmental sustainability, environmental attitudes and values, and green work engagement (GWE). The research also suggests that participating in green practices at work is a key component of environmental sustainability. It acts as an impetus for green projects, sustainable practices, and the development of a sustainability culture in businesses. In light of the difficulties posed by the green climate nexus, the study highlights the critical need of green work participation in achieving sustainable development objectives. Positive links between character qualities and eco-friendly workplace behavior were also uncovered. As a mediator between environmental sustainability and GWE, a green climate was also uncovered. These results suggest that policies aiming at encouraging green job engagement among workers may succeed if they promote environmental views and values, take personality qualities into account in the hiring process, and encourage a green atmosphere in the workplace. By elucidating the many factors that play a role in shaping eco-friendly workplace practices, this study contributes to our growing body of knowledge on environmental responsibility in the business world. The findings of this research have broad implications for businesses that are committed to fostering a culture of sustainability and environmental responsibility.

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.

Green human resources management practices, leadership style and employee engagement: Green banking context

This paper discusses green human resource management practices, employee engagement, and transformational leadership in green banking. Specifically, we explore how green human resource management practices influence employee engagement, and how the role of transformational leadership influences their relationships. We used a random sample of 363 green bank employees in Indonesia. Data was collected through online surveys and analyzed using regression modeling. The results show that in general, green human resource management practices are positively and significantly related to employee engagement, and transformational leadership is shown to moderate the relationship. However, specifically, green recruitment and selection only affects the behavioral factors of employee engagement, but not affective and cognitive factors. Meanwhile, training and development only affect the affective factors of employee engagement, but not cognitive and behavioral factors. Furthermore, this research presents novel discoveries regarding how the interplay of contextual and institutional factors between transformational leadership behaviors and green human resource management practices can promote employee engagement.

Impact of green human resource management practises on sustainable performance: serial mediation of green intellectual capital and green behaviour

This research aims to examine the factors that determine the sustainable performance of the hospitality sector of Pakistan. Particularly, it measures the effect of three green HRM practises on hotels' social, economic, and environmentally sustainable performance. The research model incorporates a serially mediated role of green intellectual capital and green behaviour to connect green training, green benefits and compensation, and green hiring with sustainable performance. The study uses the Social Cognitive Theory and resource-based view theory and analyses data using simple random sampling, confirmatory factor analysis, and structural equation modelling. Data is collected from the staff of hotels through a dyad approach by employing the self-administered 5-Likert scale questionnaire. The response rate is 99%, and findings show that green intellectual capital and green behaviour serially mediate amongst green performance, green training, sustainable social performance, sustainable economic performance, and environmentally sustainable performance. However, green hiring does not regress directly or partially with the components of sustainable performance. The study's originality develops green HRM practises based on sustainable performance in the hospitality sector in developing nations. The study's findings are important for achieving sustainable development goals, improving the hospitality sector performance, and employees' role in sustainable performance. The study is sector-specific, and future studies may choose the moderated role of factors to determine sustainable performance.

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.

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.

Evaluating employability in contexts of change: validation of a scale

Introduction

Employability is a crucial factor in managing to emerge and changing job demands. This study validates an expanded version of the Employability Appraisal Scale: EAS-60, as an instrument to identify and improve competencies for employability.

Method

The EAS-60 was tested in a cross-sectional study in a Spanish population. An exploratory study was carried out using a sample of 188 workers, and the scale's structure was analyzed and confirmed in two Confirmatory Factor Analyses using a sample of 527 workers. Finally, reliability and validity were evaluated.

Results

Exploratory and confirmatory analyses provide evidence supporting the multi-dimensional structure. The scale presents good psychometric properties and criteria for interpreting the scores.

Discussion

The EAS-60 is a reliable and valid instrument. It allows Human Resource Managers to offer career plans at work that include specific actions of job socialization, training, improvement of specific skills, etc. Furthermore, employees can increase their employability and develop their professional careers.

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.

Reporting reliability, convergent and discriminant validity with structural equation modeling: A review and best-practice recommendations

Many constructs in management studies, such as perceptions, personalities, attitudes, and behavioral intentions, are not directly observable. Typically, empirical studies measure such constructs using established scales with multiple indicators. When the scales are used in a different population, the items are translated into other languages or revised to adapt to other populations, it is essential for researchers to report the quality of measurement scales before using them to test hypotheses. Researchers commonly report the quality of these measurement scales based on Cronbach’s alpha and confirmatory factor analysis results. However, these results are usually inadequate and sometimes inappropriate. Moreover, researchers rarely consider sampling errors for these psychometric quality measures. In this best practice paper, we first critically review the most frequently-used approaches in empirical studies to evaluate the quality of measurement scales when using structural equation modeling. Next, we recommend best practices in assessing reliability, convergent and discriminant validity based on multiple criteria and taking sampling errors into consideration. Then, we illustrate with numerical examples the application of a specifically-developed R package, measureQ, that provides a one-stop solution for implementing the recommended best practices and a template for reporting the results. measureQ is easy to implement, even for those new to R. Our overall aim is to provide a best-practice reference for future authors, reviewers, and editors in reporting and reviewing the quality of measurement scales in empirical management studies.

GHRM and employer branding: empirical study in developing and developed economies

Purpose

The purpose of this study was to compare the effect of GHRM practices on employer branding among firms in developed and developing economies.

Design/methodology/approach

This study applied a cross-sectional survey for 234 respondents. The sample was derived from multiple databases consisting of firms in developed and developing countries.

Findings

The analysis indicates that green competence building practices and green performance management practices are positively related to environmental reputation and hence employer brand. Green employee involvement is exceptional because it has a more positive influence on environmental reputation in developed economies.

Originality/value

This study is cross-national in nature and compares GHRM practices in developed and developing economies.

Green Human Resource Management and Employee Green Behaviour: Participation and Involvement, and Training and Development as Moderators

The current study is aimed at exploring the effect of Green Human Resource Management (GHRM) practices on employee green behaviour (EGB). We conducted this research in the context of one of the countries in the South Asian sub-continent, India. First, we developed a conceptual model based on the ability, motivation, and opportunity (AMO) framework and Social Identity Theory (SIT). Then, we tested the model with data collected from 191 faculty members in higher educational institutions in southern India. We first checked the instrument’s psychometric properties and tested the hypotheses using hierarchical regression. The results indicate that: (a) green recruitment strategies (GRS), green institutional initiatives (GII), and green performance management and appraisal (GPMA) positively impact EGB; and (b) EGB is positively related to employee green compensation and rewards (EGCR). The results also reveal that employee green participation and involvement (EGPI) and employee green training and development (EGTD) moderate the relationship between GRS, GII, GPMA, and EGB. The motivation stems from the need for present-day organisations to focus on a green environment and contribute to sustainability. The role of GHRM practices in stimulating employees to exhibit green behaviour is highlighted. The implications for GHRM theory and practice are discussed.

Understanding employees’ voluntary pro-environmental behavior in public organizations – an integrative theory approach

Purpose

This paper aims to investigate the impact of situational factors and internal psychological states on employees’ decisions to perform voluntary pro-environmental behavior. This study used a model combining the theory of planned behavior, norm activation model and comprehensive action determination model. This stud also explored the moderating role of habit (HAB) on the relationship between intention and actual voluntary pro-environmental behavior.

Design/methodology/approach

Data were collected through three waves of time-lagged survey questionnaires from 519 employees of public organizations in Abu Dhabi, United Arab Emirates.

Findings

Employees’ perceptions of corporate social responsibility (CSR) had a significant impact on intention to perform voluntary pro-environmental behavior, as did all other variables except perceived behavioral control. HABs related to pro-environmental behavior enhanced the relationship between intention and actual behavior.

Practical implications

The main factors influencing employees’ voluntary pro-environmental behavioral intentions were perceived CSR, personal moral norms, organizational citizenship behaviors toward the environment and attitude. Public organization planners, managers and practitioners can use these findings to improve their organization’s environmental performance, leveraging nonmandated actions.

Social implications

Employees can achieve a better work–life balance in organizations with flexible CSR policies and which sponsor social activities to improve public well-being and individuals’ life quality. Positive sense-making of corporate social activity helps employees develop social interactions with stakeholders, increasing their involvement in society and decreasing work stress.

Originality/value

This study sheds light on the factors influencing employees’ voluntary pro-environmental behavior. To the best of the authors’ knowledge, this is the first study of its kind to combine these three models to explain the variables affecting intent to perform voluntary pro-environmental behavior in the workplace.

How does the perceived green human resource management impact employee's green innovative behavior? -From the perspective of theory of planned behavior

Employees' green innovative behavior encouraged by enterprises plays an important role in the enterprise sustainable development. The study explores the impact of perceived green human resource management on employees' innovative behavior. Drawing upon the planned behavior theory, this study examines how perceived green human resource management impact employees' green innovation behavior. Through three-stage questionnaire survey, 207 samples are obtained and hierarchical regression is employed to test the hypothesis., Data analysis results show that perceived green human resource management has a directly positive effect on employees' green innovative behavior. Green behavior intention, self-efficacy of environmental protection behavior, and identity with the company's green environmental protection system are the mediators between perceived green human resource management and employees' green innovative behavior. Meanwhile, the results demonstrate that there is a chain mediating relationship among these variables. In addition, green supply chain management moderates the relationship between the identity of a green environmental protection system and employees' green innovative behavior. These conclusions transcend the macro perspective and open the black box between green human resource management and enterprise performance. Enterprise should take a holistic view to play the role of green human resource management and supply chain management in the implementation of environmental strategy.

Stimulating environmental performance via green human resource management, green transformational leadership, and green innovation: a mediation-moderation model

This study aims to evaluate the environmental performance of small and medium-sized enterprises (SMEs) through green human resource management (GHRM), green transformational leadership (GTFL), and green innovation (GI). This study is based on resource-based view theory and ability-motivation-opportunity theory. We collected data from 315 manufacturing small and medium-sized enterprises using a survey questionnaire. We applied structural equation modeling using Smart partial least squares to analyze the collected data. Results of the study indicate that green ability and green motivation have a significant impact on environmental performance and green innovation mediates the relationship between GHRM practices and environmental performance. Findings also revealed that green transformational leadership's moderation strengthens the relationship between green ability and green innovation, but surprisingly weakens the relationship between green motivation, green opportunity, and green innovation. The paper provides a valuable understanding and novel approach for directors of SMEs in developing countries to improve their environmental performance through GHRM and green innovation.

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.

Environmental sustainability through green HRM: Measuring the perception of university managers

Environmental sustainability has gained great momentum worldwide especially in the United Nations (UN), governments, and corporations, and by those who promote global awareness of environmental challenges and are engaged in environmental management. Even as these stakeholders struggle hard, academia has actively engaged in an ongoing debate to make “green human resource management” an independent field of research and teaching. From the large body of academic literature, it has been observed that the field is yet in its embryonic stage in many developing countries such as Pakistan and there is insufficient knowledge on how universities face and manage environmental challenges. Hence, this study addressed this gap in the literature and measured the perception of public and private sector university managers regarding environmental sustainability by using a multi-respondent multi-wave design and collected data from academic heads/supervisors and university faculty in three-time intervals. The data found support for all the hypothetical relationships. The study revealed that the green human resource management (GHRM) practices of public and private universities have a positive impact on environmental sustainability through the mediation of innovative work behavior of employees.

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.

Green Human Resource Management and Green Service Behaviour in Organisations: Examining Underlying Mechanism

This study aims to examine perceived green human resource management (GHRM) influence on perceived in-role and extra-role green service behaviour. Specifically, drawing upon social identity theory, authors tested how green commitment mediates the relationship between GHRM and employees’ green behaviour. The study employed cross-sectional research design in a non-contrived setting for data collection from 203 responses of banking sector employees in Afghanistan. Partial least squares structural equation modelling is applied by using SmartPLS 3 software. The empirical results confirmed that green commitment mediates the relationship between GHRM and employees’ in-role and extra-role green service behaviour. This study explores green commitment as novel mechanisms through which GHRM practices influence employees’ in-role and extra-role green behaviour in organisations.

Appraising and reacting to voluntary green behavior at work: The effects of green motive attribution

Starting from the perspective of social perception of voluntary employee green behavior (VEGB) and studies on the attribution of VEGB, we explore the phenomenon that employees can show different perceptions and behavioral responses to VEGB according to their attribution to VEGB. We served to examine the hypotheses. The results of a two-wave study show that when employees believe VEGB is motivated by instrumental concerns, VEGB is more likely to evoke a low level of warmth and competence, which produces less green advocacy. However, if employees believe VEGB is motivated by moral reasons, VEGB is more likely to prompt more warmth and competence perceptions and elicit greener advocacy from employees. In addition, theoretical and practical contributions are discussed.

How to facilitate employees’ green behavior? The joint role of green human resource management practice and green transformational leadership

Given the severity of today’s environmental issues, companies are increasingly making green concepts a key component of their operational strategies. As an essential complement to corporate environmental strategy, employees’ green behavior has received attention from all sectors of society. Based on resource conservation theory, this study explores the formation mechanism of employees’ green behaviors in enterprises starting from two green management tools: green human resource management (HRM) practices and green transformational leadership. Through two-stage questionnaire research, 296 sample data points were obtained, and the research hypotheses were tested by using linear regression analysis. The results showed that green HRM practices in enterprises enhance employees’ green mindfulness and thus stimulate their green behaviors and that green transformational leadership and green self-efficacy play a positive moderating role in the above relationship. These results support the applicability of resource conservation theory in green management and suggest that green HRM practices and green transformational leadership can be used together in the process of green management.

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.

Accentuating the interconnection between green intellectual capital, green human resource management and sustainability

Purpose

The study aims to investigate the relationships between green intellectual capital, green human resource management (HRM), and sustainability.

Design/methodology/approach

The research is based on information gathered from 112 large Malaysian manufacturing companies.

Findings

The study findings revealed that green human capital and green relational capital positively influence green HRM. In addition, green HRM positively related to social, environmental and economic performance. Besides, green HRM positively mediates the relationships between green human capital and economic, social and environmental performance. Finally, green relational capital improves sustainability (economic, environmental, and social performance) mediated by green HRM.

Originality/value

The current study contributes to the literature by examining green IC (green human capital, green structural capital, and green relational capital) as an independent variable and green HRM as a mediating variable for sustainability (economic, environmental, and social performance). The findings and recommended for the managers of large manufacturing firms and practitioners to invest in green IC to achieve sustainability through green HRM.

Developing an Enterprise Diagnostic Index System Based on Interval-Valued Hesitant Fuzzy Clustering

Global economic integration drives the development of dynamic competition. In a dynamic competitive environment, the ever-changing customer demands and technology directly affect the leadership of the core competence of enterprises. Therefore, assessing the performance of enterprises in a timely manner is necessary to adjust business activities and completely adapt to new changes. Enterprise diagnosis is a scientific tool for judging the development status of enterprises, and building a scientific and rational index system is the key to enterprise diagnosis. Considering the large number of enterprise diagnostic indicators and the high similarity among indicators, this study proposes a selection method for enterprise diagnostic indicators based on interval-valued hesitant fuzzy clustering by comparing the existing indicator systems. First, enterprise organizations are considered as the starting point. Through the key analysis of relevant indicators of domestic and foreign enterprise diagnosis, enterprise diagnosis candidate indicators are constructed from three aspects, namely enterprise performance, employee health, and social benefit. In view of the ambiguity and inconsistency of expert judgment, this study proposes an interval-valued hesitant fuzzy set based on the characteristics of hesitant fuzzy sets and interval-valued evaluation. For improving the interval-valued hesitant fuzzy entropy function, an interval-valued hesitant fuzzy similarity measurement formula considering information features is designed to avoid the problem of data length and improve the degree of identification among indicators. Then, the similarity, equivalence, and truncation matrices are constructed, and the interval-valued hesitant fuzzy clustering method is used to eliminate redundant indicators with repeated information. The availability of the proposed method is illustrated via an example, and the key indicators in the enterprise diagnostic index system are found. Finally, the advantages of the proposed method are discussed using comparative analysis with existing methods. A rational and comprehensive enterprise diagnostic index system was constructed. The system can be used as a scientific basis for diagnosing the development of enterprises and providing an objective and effective reference.

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.

Relationship Among Green Human Resource Management, Green Knowledge Sharing, Green Commitment, and Green Behavior: A Moderated Mediation Model

This study aims to examine the underlying mechanism of the relationship between perceived green human resource management (GHRM) and perceived employee green behavior (EGB). By drawing on attitude and social exchange theories, we examined green commitment (GC) as a mediator and green knowledge sharing (GKS) as a moderator of the GHRM-EGB relationship. The study employs partial least square structural equation modeling (PLS-SEM) to analyze 329 responses. Data were collected in two time lags. The empirical results confirmed that GC mediates the relationship between GHRM and EGB. However, the study results found that GKS moderated the indirect influence of GHRM on green behavior via GC. This research signifies the effect of GHRM, GKS, GC, and green behavior on organizations' sustainability and environmental management. Despite the emerging literature on the significance of green practices in organizations for environmental management, no study has examined the moderating role of GKS on the indirect effect of GHRM on green behavior via mediating role of GC. This study offers valuable insight into environmental management in organizations through green practices and green behavior.

The Impact of Green Human Resource Management on Organizational Citizenship Behaviors: The Mediating Role of Organizational Identification and Job Satisfaction

The main aim of this study is to analyze the impact of green human resource management on organizational citizenship behavior through the mediating role of organizational identification and job satisfaction in Portuguese companies certified by ISO 14001. A survey was applied to a sample of 120 collaborators who work in ISO 14001 certified Portuguese industrial companies. Results indicate that there is a mediation model, which uses the effect of job satisfaction in the relationship between green human resource management and its impact on organizational citizenship behavior. This study proves to be important when understanding the individual effects caused by a green human resource management system.

Work Environment as a Moderator Linking Green Human Resources Management Strategies with Turnover Intention of Millennials: A Study of Malaysian Hotel Industry

The purpose of this study is to investigate the impact of green human resource management (GHRM) practices (e.g., green pay attention and rewards, green performance management, green involvement, green recruitment and selection, and green training role) on millennial employees’ turnover intention (METI) in Malaysian three-star, four-star, and five-star hotels with a moderator (work environment) using social exchange theory (SET). The survey used structured questionnaires to collect data from 210 millennial employees using the convenience sampling technique. The research hypotheses were tested using partial least squares structural equation modelling (PLS-SEM). The findings of this study indicate that only green rewards and green involvement have a significant impact on METI. Furthermore, the results indicate that the work environment has no moderating impact on the relationships between green HRM practices and millennial employees’ turnover intention. Finally, the implications, limitations, and future directions for research are also addressed to potential researchers.

The Sustainability of the Tobacco Industry in the Framework of Green Human Resources Management

Our study purpose is to analyze the tobacco industry’s sustainable practices by investigating how and when green human resources management (GHRM) practices influence the development of the organizational citizenship behavior for the environment (OCBE) at the individual level. Therefore, we focus on OCBE as a mediation mechanism (how) and green culture enablers as a serial mediation (when) for the nexuses between GRHM, OCBE, and organizational performance (OP). The employee behavior requires the support of managers (leadership), who serve as enablers to ensure long-term goals and increase organizational resources. Data from 410 respondents in the tobacco industry in Pakistan were analyzed using descriptive analysis, confirmatory factor analysis, and the PLS-SEM model. Our results proved that GHRM significantly increased OP. In practice, our findings are helpful for managers as guidelines for the decision-making process related to improving the organizational culture and employee green behavior to improve sustainability in the tobacco industry.

Two-decade journey of green human resource management research: a bibliometric analysis

Purpose

During the past decade, the green workplace has attracted the attention of academics and industry alike. As a result, new research areas like green human resource management (GHRM) started emerging. Green workplace means greening of traditional business functions, namely, human resource management, marketing, operations and supply chain. GHRM can play a strategic role in enabling organizations to implement and formulate sustainable strategies and help them achieve corporate sustainability. This paper helps understand the GHRM scholarship and provides an up-to-date account of GHRM practices.

Design/methodology/approach

In this paper, the authors have adopted the bibliometric analysis method to analyse and draw inferences from 247 articles retrieved from the Web of Science (WoS) database for the time horizon of almost two decades: 2005 to June 2021. The methodology's schematic view comprises four steps: data collection, data analysis, data visualization and interpretation. The present study intends to understand GHRM scholarship using Bibliometric R-package and VOSviewer software.

Findings

The study offers some interesting insights that may help scholars, line managers and top management to conceptualize the GHRM practices in their organization, which is currently limited to a few HR practices (hiring, training and reward), geographies, developed countries and industries. These can be extended to other HR practices (e.g. industrial relations). In addition, this paper contributes to the GHRM literature in identifying the keywords, authors, journals, intellectual, conceptual and social structure.

Research limitations/implications

The study underpins the research in the area of GHRM in order to understand the trends on this topic over the past 17 years in terms of prolific authors, most impactful journals, key themes and the field's intellectual and social structure. The study indicates that this field is still in its development stage. Hence, there is a need for more arduous research on the topic to help develop a better understanding of this new field.

Originality/value

The paper helps understand green practices in human resource functions, focusing on corporate sustainability goals. It helps the line managers and top management make GHRM a central function for achieving sustainability goals. In addition, these findings can be a road map for the researchers to investigate the field of GHRM further.

Pro-Environmental Messages in Job Advertisements and the Intentions to Apply—The Mediating Role of Organizational Attractiveness

Environmental sustainability is a concept with increasing importance in the way organizations think and outline their cultures, practices, and business strategies to become more attractive. In this sense, the present study aims to understand whether organizations that publish job advertisements regarding sustainable culture and ecological concerns are perceived as more attractive and generate higher intentions to apply. A quantitative study was made with a sample comprising 443 participants. The results suggested that job advertisements with pro-environmental messages generate a higher organizational attractiveness. In addition, organizational attractiveness does not mediate the relationship between the type of advertisement (green vs. non-green) and intentions to apply. Additionally, the results suggested that individuals with greater individual environmental responsibility and intentions of pro-environmental behavior have a greater intention to apply, facing green job advertisements. The role of organizations in adopting green practices to attract and retain the best talent is also discussed, as well as suggestions for future studies.

The Impact of Green HRM on Employees’ Eco-Friendly Behavior: The Mediator Role of Organizational Identification

This study sought to explore the impact of green human resource management on organizational identification and employees’ eco-friendly behavior, as well as the mediating role of organizational identification in the relationship between green human resource management and employees’ eco-friendly behavior. To achieve the study objectives, a cross-sectional quantitative study was developed, for which the data were obtained through a structured questionnaire containing the measures of the study variables. Data were collected from 235 employees from several Portuguese tourism organizations participating in the study. The Harman test and bootstrapping were applied previously to the assessment of the results. The mediation study’s hypothesis was evaluated using Baron and Kenny’s linear regression method, and subsequently complemented using the Sobel test. The findings showed that the implementation of green HRM practices in tourism organizations has a positive impact on employees’ eco-friendly behavior and on organizational identification, with the latter mediating the relationship between green human resource management and employees’ eco-friendly behavior. The study is breaking new ground because it incorporates the impact of green human resource management on organizational identification and employees’ eco-friendly behavior in a single research model, thus expanding knowledge on the subject, namely in the tourism sector in Portugal.

Evaluation of employee green behavior ability based on a fuzzy BWM-VIKOR approach

As a core resource of the company, employees play a major role to implement green management related behaviors in enterprises. Management department is also working hard to improve the ability of employees to perform these green behaviors for the company’s sustainable development capabilities. This study is the first effort that evaluation of effect factors of employee green behavior ability (EGBA) by intuitionistic fuzzy number-best worst method (IFN-BWM). To reach the study objective, a total of four criteria and twenty-seven sub-criteria for evaluation of EGBA are collected from the existing literatures. Subsequently, the PFN-VIKOR methodology (Pythagorean Fuzzy Number-Visekriterijumska Optimizacija I Kom-promisno Resenje) is proposed to rank EGBA levels. The results of this study show that employee self-efficacy and employee initiative in learning relevant green knowledge are important factors to enhance EGBA. Moreover, findings confirm that extended fuzzy semantic values and novel algorithm can accurately measure the decision makers’ mind and improve the accuracy of evaluation. This study also provides a framework for managers to evaluate their employee’ green behavior ability.

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.

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.

Rethinking the strategic management of human resources: lessons learned from Covid-19 and the way forward in building resilience

Purpose

Numerous empirical studies and meta-analyses have offered ample evidence for the relationship between the strategic management of human resources and a variety of important organizational outcomes, such as individual- and firm-level performance. The outbreak of the COVID-19 pandemic, however, steered the discussion away from the traditional performance-related outcomes of the strategic human resource management and brought to the fore the importance of resilience. The purpose of this paper is to identify areas in which strategic human resource management can help organizations to become more resilient.

Design/methodology/approach

On the basis of a brief overview of the different phases of the COVID-19 pandemic and its impact on the management of human resources, this conceptual paper uses the Ability-Motivation-Opportunity framework as the backbone for the development of suggestions for the strategic management of employees to create and maintain organizational resilience.

Findings

A series of actionable suggestions regarding the way forward in building organizational resilience through the effective and ethical management of employees are presented and discussed. Specifically, the importance of using flexibility-oriented human resource management systems is highlighted. This “flexibility-orientation” involves all functions of human resource management, such as selection, training and compensation.

Originality/value

The proposed suggestions can benefit organizations by offering actionable recommendations regarding the management of human resources by taking stock of lessons learned during the COVID-19 pandemic.

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.

Cognitive Dissonance of Self-Standards: A Negative Interaction of Green Compensation and Green Training on Employee Pro-Environmental Behavior in China

Purpose

Studies of GHRM practices number in thousands; however, they have failed to provide Chinese contextual evidence for their interactive effects on employee pro-environmental behavior (EPEB). To bridge this research gap as well as to address organizational practitioners’ concern in GHRM practices, our study explores the possible interactive effect of green compensation (GC) and green training (GT), which are two core practices of GHRM and are widely employed by Chinese organizations simultaneously, on EPEB drawing on self-determination theory, and unravels the underlying mechanism by introducing employee green self-accountability (EGSA) as a mediator based on the cognitive dissonance theory of self-standards.

Methods

Using on-line survey and five-point Likert rating method, employees (N=847) working in Chinese organizations were requested to self-rate GC, GT, and EGSA; their direct supervisors were invited to evaluate EPEB. The mediated moderation testing procedures with SPSS and the bootstrapping approach with MPLUS were adopted to test the mediated moderation.

Results

When being used separately, GC and GT are positively related to EPEB (β=0.426, p < 0.001; β=0.368, p < 0.001). When being adopted simultaneously, a negative relationship (the simple slope=−0.454, t=3.671, p=0.000) exists between GC and EPEB at higher-level GT. EGSA partially mediates the negative interaction with 95% bias-corrected confidence intervals [−0.054, −0.018].

Conclusion

In the Chinese context, when being used simultaneously with high–high combination, GC and GT negatively interact with each other to engender the squeezed effect of intrinsic motivation by extrinsic motivation, which directly impairs EPEB, and cause employee cognitive dissonance of self-standards, which indirectly weakens EPEB through reducing EGSA. This paper is an attempt to show novelty in identifying negative interactions between GC and GT in EPEB in China and a mediating role of EGSA. Additionally, it addresses organizational practitioners’ concern well and provides important implications for decision-making in GHRM practices and EPEB enhancement.

A bibliometric reflection on the history of green human resource management research

Purpose

This paper aims to analyze the regional distribution, size and evolution of the knowledge base by identifying key authors, documents, keywords and journals while examining current literature and intellectual structure, and highlight topical trends of green human resource management (GHRM) research.

Design/methodology/approach

As scholarly interest in the environment has grown, a new research focus in the discipline of human resource management (HRM) has emerged. The term GHRM was coined to describe how HRM may contribute to environmental outcomes. This scholarly focus has led to an increasing number of publications in this field. To analyze the intellectual structure of the GHRM research, a bibliometric technique is used.

Findings

The findings revealed a knowledge base that is still in the new phase, with a global scope, but most scholarly work is concentrated in Asian societies. By presenting an overview of the present state of the knowledge base, this study intends to lead a new generation of GHRM scholars.

Originality/value

To the best of the authors’ knowledge, this is the first study of its kind, which probes the bibliometric reflection on green human resource management research history.