Green Human Resource Management as a Tool for the Sustainable Development of Enterprises: Polish Young Company Experience

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.

The role of smart technology, managerial initiatives and human factors on sustainable manufacturing: a case study of Indonesian oil and gas workers

This study aims to analyse and determine the effect of Big Data, the Internet of Things (IoT), and physical-cyber system variables on human factors in refinery industry operators and the influence of human factors and managerial initiatives on sustainable manufacturing. The method used in this study is a quantitative method using partial least square-structural equation modelling (PLS-SEM). The respondents in this study were workers of Indonesia's upstream oil and gas sector. The results of this study indicate that Big Data, IoT, and Physical Cyber Systems (PCS) have a positive and significant effect on the human factor. In addition, there is a significant relationship between human factors and sustainable manufacturing. Furthermore, it is also found that there is a relationship between managerial initiatives and sustainable manufacturing. However, the managerial initiative cannot moderate the human factor and sustainable manufacturing.

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.

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.

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.

A Contribution to Sustainable Human Resource Development in the Era of the COVID-19 Pandemic

This examines the six drivers and twelve detailed practices of sustainable human resource development (S-HRD) before and during the COVID-19 pandemic across different organizations in Poland. The empirical strategy is based on explorative research conducted using surveys in Poland between 2020 and 2021. The results confirm that the surveyed organizations implemented S-HRD practices driven mainly by the expectations of external stakeholders. They neglected the areas of caring for employees' well-being and developing environmental awareness before the COVID-19 pandemic. During the pandemic, most companies maintained their approach to S-HRD. This research is unique because it adds to the body of literature advocating the significance of S-HRD for organizational resilience before, during, and after extreme events. Generalizing the results is challenging because the snowball sample has significant restrictions. However, future research may overcome these shortcomings by using larger samples based on probability or random sampling techniques.

Determinants of CSR and green purchase intention: Mediating role of customer green psychology during COVID-19 pandemic

COVID-19 is a viral disease also comprehended as a coronavirus pandemic that has compelled the world to revisit business strategies to encounter COVID-19 challenges. Over the last decade, ample research has been accomplished on corporate social responsibility (CSR) and circular economy. Nevertheless, a key research gap requires to be filled that how CSR can perform a foremost role in engaging stakeholders like consumers during the COVID-19 era. Drawing from the stakeholder theory, this research endeavors to probe CSR's impact on green purchase intention (GPI) with mediating role of green psychology (GP). Data for the study were gathered from mainland China employing convenience sampling and examined by utilizing SEM (Structural Equation Model). First, the study indicated a direct relationship between CSR and GPI as well as between CSR and GP within three streams, i.e., green trust (GT), green satisfaction (GS), and green perceived value (GPV). It is found that GT, GS, and GPV positively influence GPI whereas the positive mediating relationships of each GP factor were autonomously observed between CSR and GPI, respectively. This research can improve the understanding of the enterprises about consumers and how incorporating green activities may enhance consumers' GPI and GP during the COVID-19 pandemic. This study addresses numerous interesting and insightful implications for strategic management together with certain possibilities for prospective researchers.

Boosting Sustainable Operations with Sustainable Supply Chain Modeling: A Case of Organizational Culture and Normative Commitment

The importance of sustainability in supply chain management is growing worldwide. It is possible to find reasons for this using various phenomena that negatively affect humanity, e.g., climate change, scarce materials, supply disruptions, and complex fossil fuel dependency. Because of that, is extremely important to constantly look for new ways to systematically increase sustainability in enterprises and their logistics and supply chain processes by considering different stakeholders and influential factors. Therefore, this paper explores how different types of organizational culture and normative commitment impact sustainability and each other in business logistics and supply chains and develops a conceptual model to manage this challenge. Gaining new insights is valuable especially for managers to obtain better information on how to improve sustainability not just by integrating green technologies but mainly by changing culture, attitude, and perception in their enterprises. The research is focused on employees from global logistics or related branches in micro, small, medium, and large enterprises with the primary activity mostly related to manufacturing, transport, and storage. The findings are based on the questionnaire which was sent directly to 1576 employees from 528 enterprises. A total of 516 employees from enterprises that are mostly located in 34 countries responded to requests for participation. The results reveal statistically significant positive and negative impacts, e.g., clan culture has a positive statistically significant impact on the sustainable development of supply chains. Most of the connections to the eighth Sustainable Development Goal by the United Nations (decent work and economic growth) were also found, which was the enterprise's highest priority with a share of 52.99%. A contribution to the theory development is gained using the developed model that considers both positive and negative statistically significant impacts studied.

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.

Understanding the Impact of Green Human Resource Management Practices and Dynamic Sustainable Capabilities on Corporate Sustainable Performance: Evidence From the Manufacturing Sector

Pakistan ranks as the eighth most vulnerable country on the 2021 global climate change vulnerability index. Partially, this perilous position is attributed to unsustainable practices in the large-scale manufacturing sector since its contribution to carbon emission is among the highest in the economy. These serious environmental challenges impede the attainment of sustainable development goals that concern responsible consumption and production. In manufacturing organizations, there are an ongoing debate regarding sustainable human resource management (HRM) determinants, which can promote sustainable performance. In this regard, green human resource management (GHRM) practices and dynamic sustainable capabilities are significant components as they have a unique role in transforming corporations into sustainable organizations. However, there is a dearth of evidence regarding the impact of individual GHRM practices, such as green recruitment and selection, green pay and reward, and sustainable capabilities like monitoring and re-configuration, in improving the corporate environmental and social performance. Hence, an empirical investigation regarding the association among these macro-level components with the corporate environmental and social performance through partial least squares structural equation modeling (PLS-SEM) is conducted. The findings inferred from 396 employees affiliated with six large-scale industries substantiate the main hypotheses of this study. It is empirically confirmed that GHRM and dynamic sustainable capabilities significantly and positively impact corporate sustainable performance. This research contributes to the literature by employing dynamic capabilities approach and a dynamic resource-based view (RBV) to explicate how corporations can benefit from the interplay of sustainable capabilities and GHRM functions. Hence, in the absence of a significant predictive model, this research is the first of its kind to isolate macro-level antecedents of sustainable HRM to find their impact on corporate sustainable performance in a developing country context. The study recommends that the management should prioritize the acquisition of monitoring capabilities and hiring environmentally conscious employees to achieve social equity and ecological conservation goals.

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.

Continuous Effects of Green Transformational Leadership and Green Employee Creativity: A Moderating and Mediating Prospective

Responding to environmental concerns is a new indication of innovativeness, allowing businesses to achieve competitive advantages by executing innovative activities that benefit individuals and the entire community. Much intention has been retained in this perspective on “green employee creativity.” However, few studies have examined the combined effect of green creativity from relations between people and organizational practices. As a result, we sought to explain the variation in employees’ green creativity by investigating relations of four factors outside of the organizational context (transformational leadership, green innovation strategy, green human resources management—GHRM, and green process engagement) with individual factors (such as employees’ green creativity). Data were retrieved from 150 employees pertaining to electronic companies. Data were statistically analyzed by SmartPLS software. Main results revealed that green transformational leadership positively affects employee green creativity, GHRM, and green process engagement play a significant mediating role in the relation between green transformational leadership and employee green creativity. Furthermore, the green innovation strategy significantly moderates transformational leadership and green process engagement. This effect is improved when the level of green innovation strategy is high rather than low.

Green Intellectual Capital as a Support for Corporate Environmental Development—Polish Company Experience

Green intellectual capital (GIC) is a distinctive intangible asset that may assist organizations in pursuing sustainable development strategies. In Polish organizations, interest in this new concept is low. Analysis of the literature showed a lack of research regarding the implementation of GIC practices or their impacts on the sustainable development of organizations in Polish enterprises. In order to fill the detected research gap, the study covered 150 randomly selected Polish enterprises. The purpose of the research was to determine the impact of activities fostering GIC on the environmental development of companies in Poland and to identify major practices supporting GIC development. In addition, the author attempted to establish a correlation between the impact of individual practices oriented at GIC formation and their practical implementations in the analyzed enterprises. The first stage of the analysis focused on identification of activities leading to the accumulation of GIC implemented in Polish organizations. The second stage involved an assessment of the level of impact of actions contributing to GIC formation on the environmental development of the studied enterprises. During the third stage, the author investigated the relationship between the impact of individual practices oriented at GIC formation and their practical implementation in the analyzed organizations. The study demonstrated that actions supporting GIC formation have an uneven impact on corporate environmental development. Among the key factors identified by the author were environmental attitudes of employees in the working environment (such as paper and energy saving), environmental knowledge, and the implementation of innovative environmental projects. Furthermore, the author established a correlation between the impact assessments of activities leading to GIC accumulation and their practical implementations. The research demonstrated that activities assessed by respondents as more important are more often implemented in practice. The findings of the research may stimulate interest in GIC development and extend the scope of application of GIC-fostering practices over organizations operating in the energy sector.

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.

Achieving Human Resource Management Sustainability in Universities

The sustainability of human resource management (HRM) is the basis for an organization’s future growth and success. This study aims to investigate achieving HRM sustainability in universities. We use a quantitative research method design to investigate the factors that affect HRM sustainability at universities. The study was conducted during the spring and summer of 2020 at Iranian state universities. As the study’s statistical population included 2543 employees, a sample size of 334 employees was calculated using the Cochran formula. A questionnaire with 32 statements based on a 5-point Likert scale was used to collect the data, which were analyzed using PLS3 software. The findings show that human resource practices, social factors, psychological factors, employer branding, and economic factors have positive and significant effects on HRM sustainability at universities. Findings indicate that it is essential to consider the implementation of adequate HRM practices and related socio-economic and psychological supports for HRM sustainability in universities that can lead to the competitiveness of the higher education institutions such as universities.

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.

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.

Green Work-Life Balance and Greenwashing the Construct of Work-Life Balance: Myth and Reality

Some of the frequently used buzz words in the corporate sector include green leadership, green human resource management, green employee engagement and green work-life balance. The intention of this article is to identify and examine the logical reasons that govern “green work-life balance” or, in simple terms, “greenwashing” work-life balance. The paper also aims at providing a comprehensive conceptualization of work-life balance, while thoroughly examining the components of measuring the construct. Based on a cross-sectional study in the banking industry with a sample of 170 managerial employees, this study analyzes the impact of work-life balance on employee job performance mediated by employee engagement. Results support the assumed relationship between work-life balance and employee job performance embedded in employee engagement. The theoretical contribution of this study concerns the application of role behavior theory to describe the mechanisms shaping the relationship between work-life balance and job performance through employee engagement. The practical implications of the paper include recommendations for improving job performance by enhancing the work-life balance and strengthening employee engagement.

Drivers and Barriers for a Circular Economy (CE) Implementation in Poland—A Case Study of Raw Materials Recovery Sector

Mobilizing industry and transforming industrial sectors to a circular economy (CE) is one of the key areas of activities in the European Green Deal (EGD)—the newest strategy of economic growth in European Union (EU). In the CE, the raw materials that can be recovered from various waste streams play a key role, therefore, recommendations for their management were developed, both at the European and national level. In Poland, the raw material recovery sector is one of the strategic sectors (key industries) described in several documents determining the further directions of economic growth in the country. This paper presents the revision of these documents and guidelines for the implementation of the CE in the raw material recovery sector. The scope of the paper also includes a description of the current state of the raw materials recovery sector and its return, supported by the analysis of drivers and barriers in its further development. In previous years, a dynamic development of the recovery industry was observed, followed by formation of new companies (dominated by medium-sized companies comprising ~50% of entities in the sector) and increasing amount of people employed (~70,700 people). A growing level of processing of secondary raw materials with the use of more and more innovative technologies has been observed, which could contribute to the improvement of the level of innovation of the national economy. There also some barriers, such as the lack of sufficiently developed industrial symbiosis (IS) and long-term support for the implementation of recovery technologies. The growing ecological awareness of society and enterprises themselves, as well as the growing belief in the importance of resource recovery for environmental protection, suggest the possibility of subsequent development of the raw materials recovery sector. Further actions in this field will be taken to strengthen the implementation of the CE in the country.

Environmental Corporate Social Responsibility Activities in Heating Industry—Case Study

The paper focuses on problems connected with Environmental Corporate Social responsibility in the energy industry. The objective behind this article is to analyse pro-environment activities within Environmental Corporate Social Responsibility (ECSR) that heating operators carry out, using the example of a Poland-based company called Miejska Energetyka Cieplna Spółka z o.o. with headquarters in Koszalin. In particular, this study focuses on pro-environment activities that the company has been involved in from 2017–2020. The data and information found in this study demonstrate that the company systematically devoted its financial resources to pro-environment efforts in terms of both ISO 14001 maintenance as well as educational/promotional activities. According to the findings, the company has been highly committed to Environmental Corporate social Responsibility issues. The implementation of its strategy in this field can lead to ecological innovation and help establish an effective business model that will be founded on ecological assumptions.

Sustainability Orientation and Focus in Logistics and Supply Chains

Sustainable development, logistics, and supply chain are being combined into three increasingly connected and topical global research areas. Therefore, this paper’s novelty identifies and defines the priorities of the UN Sustainable Development Goals and sustainable development dimensions in supply-chain- and logistics-management-related studies in the last decade. Knowing logistics and supply chain sustainability focus and orientation is valuable information for researchers and managers to adapt and mitigate their business logistics according to the forecasted trends. The paper provides a systematic and comprehensive review of the literature and is based on 116 scientific papers published between 2010 and 2020 in 73 international journals in the Scopus and Web of Science databases. The study defines focus with integrating environmental, social, and economic sustainability for logistics- and supply-chain-related studies. It emphasizes primary and secondary links of investigated studies with 17 United Nations sustainable development goals. The bibliometric analysis also examined keyword relations. One of the main contributions is that economic sustainability was identified as the most represented one-dimensional sustainability focus. It was revealed that supply chain studies integrated all three sustainability dimensions more frequently (50.60%) than logistics studies, which were equally related to studying two- or three-dimensions of sustainability (39.39%). The most significant findings are also that studies were identified to be oriented primarily towards “responsible consumption and production”, “industry, innovation, and infrastructure” and “affordable and clean energy” and secondary especially on “sustainable cities and communities”.

Corporate Social Responsibility, Green Human Resources Management, and Sustainable Performance: Is Organizational Citizenship Behavior towards Environment the Missing Link?

The manufacturing sector is one of the major sources contributing towards economies as well as environmental pollution. Contributing to the theory of ability motivation opportunity theory, the aim of the current study was to investigate the mediating role of organizational citizenship behavior towards the environment on the relationship between green human resources management (green recruitment and selection, green training, green rewards, and green performance evaluation), corporate social responsibility, and sustainable performance (economic, social, and environmental performance). The quantitative survey research design was used in the current study and structured questionnaires were distributed for the collection of data. The cross-sectional data were collected from 150 firms. Sample of the study was consisted of HRM managers, directors. Total 200 questionnaires were distributed but 150 completed responses were received and analyzed. A structured questionnaire was used. For data analysis, smart partial least square structural equation modeling (PLS-SEM) was used. The measurement model and the structural model were developed and tested in the study. The measurement model aim was to investigate and establish reliabilities and validities of the instrument while to test hypotheses structural model was formulated/developed. Results revealed that the instrument was found reliable and valid; the instrument has met all standard criteria for average variance extracted, composite/construct reliability factor loadings, and alpha values. While structural models illustrated that all hypotheses are accepted. It is concluded from the results that organizational citizenship behavior towards the environment significantly mediated the relationship between corporate social responsibility and green human resource management practices. This implies that organizational citizenship behavior towards environment significantly effects sustainable performance. The originality of the current study lies in highlighting corporate social responsibility, green human resources management practices to enhance sustainable performance through organizational citizenship behavior towards environment.

A Structural Model for the Antecedents of Sustainable Project Management in Pakistan

Sustainable development is the core agenda item of the 21st century to be addressed simultaneously by societies, businesses, and academia. Likewise, sustainability research in the project context is fragmented and still at a nascent stage with less attention directed towards the key antecedents particularly in developing countries. Using institutional theory, this paper analyzes the role of normative and mimetic isomorphic pressures as external enablers for integrating sustainability in project processes. Additionally, it aims to empirically validate a structural model for predictors of sustainable project management (SPM). Data were collected from 146 large construction firms in Pakistan which were then analyzed using the partial least square structural equation modeling (PLS-SEM) technique. The results show that mimetic isomorphic pressures assert more influence than normative pressures in predicting the sustainability performance of construction projects. The inferred implications suggest that large construction firms will tend to improve their sustainable performance under isomorphic pressure from professional bodies and from those competitors who are early adopters of sustainable project practices. This paper contributes to the literature by explaining the role of non-coercive isomorphism as an important enabler of SPM in developing countries. The model presented will enrich our current understanding of SPM by studying its juxtaposition with institutional theory and sustainable development research.

Examining the link among green human resource management practices, green supply chain management practices and performance

Purpose

The increasing concern for the protection of the environment through pollution prevention, conservation of resources and less usage of energy has attracted several firms to align green practices with their supply chain and human resource policies and practices. This study explores the influence of green human resource management and green supply chain management practices on operational, market, financial, social and environmental performances.

Design/methodology/approach

The study uses partial least square–structural equation modeling approach to analyze the data gathered through structured questionnaires from supply chain and human resource managers in manufacturing and hospitality firms in Ghana.

Findings

It is established that green supply chain management practices play complementary partial mediating role between green human resource management and operational, market, social and environmental performances, while it plays competitive partial mediating role between green human resource management and financial performance. Subsequently, the analysis reveals that the synergy between green human resource management and green supply chain management creates the highest value in operational performance, followed by market performance, environmental performance, financial performance and social performance.

Originality/value

The study proposes and tests a conceptual model that examines the synergistic influence of green human resource management and green supply chain management on operational, market, financial, social and environmental performances.

A Conceptual Model for Green Human Resource Management: Indicators, Differential Pathways, and Multiple Pro-Environmental Outcomes

There is a growing awareness of green human resource management (GHRM) in the environmental sustainability research in hospitality and tourism literature. The extant literature also delineates review studies about GHRM. Despite the existence of these studies, there is still a paucity of research about a parsimonious model that includes the underlying mechanisms linking GHRM to multiple pro-environmental behaviors. In view of such a gap, using the ability-motivation-opportunity framework, social exchange theory, social information processing and reformulation of attitude theories, and the happy-productive thesis as the theoretical underpinnings, our study proposes a conceptual model of GHRM. Specifically, our study links GHRM to organizationally valued pro-environmental behaviors such as task-related pro-environmental behaviors, proactive pro-environmental behaviors, green recovery performance, and green voice behavior through the mediating roles of work engagement and job satisfaction. In addition, our search of the relevant literature highlights eight indicators of GHRM such as green selective staffing, green training, green empowerment, green rewards, green career opportunities, green teamwork, green work-life balance, and green participation in decision making. Theoretical contributions and avenues for future research are discussed in the paper.

Sustainable HRM as a Driver for Innovative Work Behaviour: Do Respect, Openness, and Continuity Matter? The Case of Lithuania

There is a widespread consensus in prior literature that innovative work behaviour is a crucial factor in enabling organisations to adapt to rapid changes, to gain a competitive advantage, and create a sustainable organisation. Despite its importance, knowledge about potential drivers of this behaviour is fragmented and inconsistent. As such, organisations may be restricted in their ability to innovate because they do not know how to induce the employees in a way that will encourage them to explore, generate, champion, and finally implement the ideas. Recently, human resource management (HRM) has been explored among potential drivers, considering it as primary means by which organisations can influence and shape the behaviours of employees. Despite the notion that HRM predicts innovative work behaviour, there is a lack in the literature of insights into the ways the organisations can stimulate behaviour by offering sustainability-focused HRM. Sustainable HRM refers to a new approach to people management with the focus on external business environment (openness), respect for the employee (respect), and balanced interests of employer and employee (continuity). Relying on the notion that organisations are gradually introducing sustainable HRM and trying to close the gap in the literature, the paper is designed to link a new approach to people management with innovative work behaviour. The aim of the paper is an initial assessment of whether sustainable HRM is a driver for innovative work behaviour. Disentangling four dimensions of innovative work behaviour makes it possible to determine whether sustainable HRM can stimulate different behaviour types linked to idea exploration, idea generation, idea championing, and idea implementation. The results of a preparatory survey of 306 employees working in Lithuanian companies showed that respect-oriented HRM and continuity-oriented HRM were positively related to innovative work behaviour and the appropriate dimensions (except for idea exploration in case of continuity-oriented HRM); meanwhile, there was no support for the relationship between openness-oriented HRM and innovative work behaviour. Overall, sustainable HRM was found to be a driver for enhancing innovative work behaviour and its dimensions.

Assessment of Work Conditions in a Production Enterprise—A Case Study

A commonly used strategy in production enterprises is the idea of sustainable development. For an idea to be effectively implemented, it is essential to have competent and well-informed staff. This condition is necessary, but not sufficient. Still, the introduction of changes in the enterprise—including rational management of resources, as well as fair distribution of benefits and social development—requires acceptance on the part of employees. The implementation of this idea entails the need to introduce organizational changes, new technologies and innovative products. Currently, this direction in development is gradually beginning to determine the competitiveness of an enterprise. The present article discusses the results of a questionnaire survey in one production enterprise; the survey aimed at assessing work conditions. The research results were to show how the current changes related to the idea of sustainable development being implemented in this enterprise are assessed by the employees in the production sector. The obtained results are also to serve as a basis for developing a strategy for introducing further changes in this enterprise. The quantitative research included an evaluation of 24 research variables, which were divided into nine thematic groups relevant to work conditions in the enterprise. The research covered three basic groups of factors: work characteristics, human resource management policies and the social context of work. A global assessment of the enterprise’s performance was also undertaken. The research therefore focused on the practical aspects of the activity carried out by the enterprise. The results obtained should provide a basis for assessing the potential for introducing innovative solutions in line with the idea of sustainable development as well as improvements in human resource management. This basis is also particularly important for implementing such solutions in the enterprise which are in line with changes related to the concept of Industry 4.0.

Taxonomy of organizational alignment: implications for data-driven sustainable performance of firms and supply chains

Purpose

The purpose of this paper is to identify, characterize, classify and conceptualize different perspectives on strategic alignment still in use, propose a taxonomy and definitions that allow understanding the various coexisting concepts, as well as investigate the implications of strategic alignment for data-driven sustainable performance of firms and supply chains.

Design/methodology/approach

Bibliographic review was used.

Findings

The taxonomy proposes two classes of strategic alignment: (1) Align – more rigorous types of alignment: structure alignment, strategic congruence and strategy alignment; (2) Fit – less rigorous types of alignment: contingency strategic adjustment, strategic coalignment and strategic consistency. Companies are accumulating large amounts of data, which relevance varies widely. The strategic alignment can define criteria to select only the data that have strategic value, which restricts the amount of data to be analyzed. Each of the six types of strategic alignment is appropriate for a given situation in companies and/or supply chains.

Research limitations/implications

The limitations stem from the exclusive use of the taxonomy of strategic alignment, without considering the most diverse perspectives of strategy.

Practical implications

Decision makers will be able to identify more objectively which classes of data should be explored in each situation.

Social implications

Theoretical implications – The taxonomy proposal and the definition of each of the strategic alignment perspectives solve generalized misunderstandings resulting from the lack of a clear delimitation between the perspectives and the conceptual divergence between authors, who use them as equivalent or synonymous.

Originality/value

From 1961 to 2019, no paper was found proposing taxonomy, typology, systematization, ranking, distribution or classification of strategic alignment. The strategic alignment can define criteria to select, within the large amount of data accumulated by the company, only those that have strategic value, what restricts the quantity of data to be analyzed and facilitates the decision of the leaders.

Change Management, Digital Maturity, and Green Development: Are Successful Firms Leveraging on Sustainability?

The purpose of this paper is to capture firms’ perceptions on the relationship between change management, digitalization, business performance, and green development. The adaptation of digital technologies has challenged the business environment, leading to a major incorporation of the role of entrepreneurs in the process of fostering green development. Building on data from a survey study with 270 Small and Medium Enterprises (SMEs) and large companies located in a relatively developed Hungarian region and adopting the Strategic Action Field (SAF) theory, firms’ perceptions on change management, digital maturity, and green development were explored. The data was analyzed using partial least squares structural equation modelling (PLS-SEM). Results revealed that change management has a direct positive effect on digital maturity and on business performance and has a small effect on companies’ commitment towards green development. This paper contributes to the debate on the relationship between digitalization and green development within entrepreneurial organizations.

Pathways towards Sustainability in Organizations: Empirical Evidence on the Role of Green Human Resource Management Practices and Green Intellectual Capital

According to the resource-based view (RBV), an organization can be viewed as a collection of human, physical and organizational resources. These resources are valuable and inimitable, and are the main source of sustainable competitive advantage and sustained higher performance. Green human resource management (GHRM) practices help organizations to obtaina competitive advantage and align business strategies with the environment. In the same way, increases in environmental awareness and strict implementation of international environmental regulations havea greater impact on business sustainability. Environmentalism and sustainability are becoming more of a concern for organizations. For this reason, green human resource managementpractices and green intellectual capital are the main elements of business sustainability. Based on the resource-based view and intellectual capital-based view theory, this study investigated the impact of GHRM practices and green intellectual capital on sustainability, using cross-sectional data. The results show that the two dimensions of GHRM practices (green recruitment and selection, and green rewards) and green intellectual capital (green human capital, green structural capital and green relational capital) have a positive effect on a firm’s sustainability. GHRM practices and green intellectual capital have a positive role in this model. Practitioners, scholars and academics all may take benefits from the findings of this study.Limited variables andemerging and developingeconomies were the scope of this study. Future studies could investigate and explore the impact of green HRM practices and the role of management and stakeholder pressureonnew areas of sustainability.

Mapping the Link between Corporate Social Responsibility (CSR) and Human Resource Management (HRM): How Is This Relationship Measured?

Despite the relevance of human resources in the management of Corporate Social Responsibility (CSR), confusion and theoretical chaos are still evident in the area. This manuscript provides a systematic review of the link between CSR and Human Resource Management (HRM), stressing the main topics along with the evolution and tendencies founded in this field. SciMAT was used to conduct a conceptual science mapping analysis based on co-word bibliographic networks. From 2006 to 2019, 194 documents were retrieved from the Web of Science. Considering the last period (2017–2019), the motor themes (those which are well-developed and relevant for the structure of the research field) were environmental management (including green HRM), sustainable HRM and pro-environmental behaviour. Socially responsible HRM (SR-HRM) was a basic theme (important, although not developed). Perceived organisational support was a specialised theme (well-developed, although less important), and employee commitment was an emerging theme (both weakly developed and marginal). In addition, a review of the measurement tools used in the main topics extracted from the previous analysis was carried out. Our analysis will help inform researchers and practitioners on the future of CSR and HRM and the previous efforts in the creation of measurement instruments.

Corporate Social Responsibility and Human Resource Management: Towards Sustainable Business Organizations

Today’s organizations are immersed in a global market, where any detail can provide a competitive advantage over rival companies and condition their sustainability. Corporate Social Responsibility and Human Resource Management have become very powerful tools within companies. However, the potential, development, and measurement of Corporate Social Responsibility (CSR) and Human Resource Management (HRM) have not been sufficiently explored. The literature has developed multiple case studies on CSR and HRM and has studied the combination of both factors and their link to economic, environmental, and social sustainability, but has not yet found a solid basis from which to address the new functionality of CSR, HRM, and sustainable business management. This work aims to investigate trends in scientific production related to Corporate Social Responsibility and Human Resource Management. Bibliometric techniques and SciMAT software have been used for this purpose. A total of 314 articles from Web of Science (WOS) indexed journals were analyzed. The results obtained confirm that the interest in the study of these concepts has grown exponentially in the last decade. It should be noted that the definitions of CSR and HRM, and even the relationship between the two, continue to be subject to multiple interpretations. The contribution of this work lies in the fact that, through the longitudinal analysis carried out, light is shed on the groups of issues that emerge with special projection, such as green-management, stakeholders, commitment, competitive-advantage, satisfaction, performance, sustainability, or research-methods-analysis, and which must continue to be explored in order to respond to the demands that business organizations have in this respect, and to help the total integration of the different approaches related to CSR and HRM.

Exploratory cases on the interplay between green human resource management and advanced green manufacturing in light of the Ability-Motivation-Opportunity theory

Purpose

Green human resource management (HRM) has been considered to be a vitally important mechanism for companies to move towards a sustainable organization. By adopting the Ability-Motivation-Opportunity as the underpinning theory, the purpose of this paper is to identify the factors that facilitate the adoption of Green HRM in Malaysia.

Design/methodology/approach

A qualitative exploratory approach research was adopted in this study. The required data for this study were collected using semi-structured face-to-face interviews with human resources directors and managers from four large manufacturing companies in Malaysia. The data collected was then reorganized into four themes.

Findings

Based on the interview, four key factors that influence the adoption of Green HRM include stakeholder pressures, relative advantage, which means the perceived benefits from implementing Green HRM, top management commitment and green intellectual capital, which means the intellectual capital incorporating green innovation or environmental management. Surprisingly, among the three dimensions of green intellectual capital, only green human capital and green structural capital were greatly discussed by the human resources directors and managers, while the role of green relational capital on the adoption of Green HRM was hardly observed.

Originality/value

Research studies on Green HRM in Malaysia are scarce. The originality of this paper lies in its exploration of Green HRM in an environmental sensitive sector and the insight it provides to academics and practitioners involved in the manufacturing sector. Although research findings cannot be generalized, they can be used as insights for both academics and end-users in emerging economies.

How Green Human Resource Management Can Promote Green Employee Behavior in China: A Technology Acceptance Model Perspective

Green human resource management (GHRM) in the environmental management of organizations has gradually become a key issue in academic circles, and its impact on employees’ green behavior has received increasing attention. However, few studies have explored its impact from the perspective of information delivery. Based on an analysis of the literature, this research discusses the influence route of five types of GHRM practices (employee life cycle, rewards, education and training, employee empowerment, and manager involvement) on employee green behavior in the workplace and the mediating effects of information needs based on the technology acceptance model. Using cross-sectional survey data from enterprises in the People’s Republic of China, the proposed theoretical model was tested and the results showed that employee life cycle, education and training, employee empowerment, and manager involvement all significantly affect the in-role and extra-role green behavior of employees positively, while rewards only significantly predict extra-role behaviors. Information need plays a mediating role on the influence route of the employee life cycle, education and training, and manager involvement on the green behavior of the employees in the workplace.

An Analysis of the Corporate Social Responsibility and the Industry 4.0 with Focus on the Youth Generation: A Sustainable Human Resource Management Framework

The global movement around themes like sustainability on its triple bottom line and industry 4.0 allows for the establishment of a ground of connection with corporate responsibility towards society. This current research study was developed between 1 March 2019 to 2 September 2019, through a literature review involving human resources and terms related to the concept of sustainability, industry 4.0, corporate social responsibility, and the youth generation. Its target audience is the world’s youth generation. Two proposals were created after the literature review and data collection, which allowed the elaboration of “an analysis of the corporate social responsibility and the industry 4.0 with focus in the youth generation: a sustainable human resource management framework.” Regarding conclusions, the authors of this research study contribute with theoretical and practical educational purposes to insert the youth citizen into society. This contribution also involves the work of companies on planning and preparing their staffs to develop activities in the communities in their neighborhood. Future studies are stimulated, which will allow the creation of new proposals to be presented, so that the nations can incorporate their youth people on the transitional job market and have a sustainable view for the future generations.

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.

Sustainable Development of Food Processing Enterprises in China

Sustainable development is an eternal topic in the development of human society. The paper seeks to contribute to the adoption of sustainable development practices in the food processing enterprises of China by fostering the capacities of the enterprises. Moreover, the paper aims to contribute to the promotion of sustainable consumption by helping and encouraging consumers in making informed choices of sustainable and eco-efficient produced foodstuffs. We combined with 1015 survey data in 28 areas of China by using AHP model analysis of the sustainable development of food processing enterprises. The results show that, the overall level of sustainable development ability of food processing enterprises in China is not high; paying attention to economic is significantly more important than paying attention to social and environmental aspects. Chinese food processing entities have an acceptable basis for the implementation of sustainable development. But there are still some problems. Finally, some suggestions are put forward to promote the sustainable development of Chinese food processing enterprises.

Socially Responsible Human Resource Management as a Concept of Fostering Sustainable Organization-Building: Experiences of Young Polish Companies

There has been increased interest over recent years in socially responsible human resource management (SRHRM) oriented at developing good relations with employees as a function fostering sustainable organization-building. This is a consequence of our awareness of the fact that employees and personnel processes play a vital role in translating the policy of sustainable development into practice. The objective of this research has been to diagnose the activity of young Polish enterprises in the area of SRHRM as an important corporate social responsibility (CSR) component and to assess relations between SRHRM practices and the sustainable development of organizations. The studies conducted on a representative sample of 150 entities demonstrate both the scope of SRHRM practical implementation and the fields which have disparity in this respect. It has been determined that SRHRM practices are quite frequently adopted by young Polish enterprises. Research has shown that there is a correlation between the assessment of the relationship of SRHRM practices with the sustainable development of organizations and their practical implementation. It has been established that the higher the assessment of the strength of the relations of a given practice, the more often it is implemented in the enterprises studied. Simultaneously, the research has demonstrated a low level of maturity with respect to SRHRM implementation, as evidenced by the adoption of basic practices.

Designing Sustainable HRM: The Core Characteristics of Emerging Field

The common agreement in human resource management (HRM) literature suggests that organizations willing to attract and retain human resources for running business in the future must change the prevailing situation where human resources are rather consumed than developed. In doing this, sustainable HRM has been introduced recently as a response to changes on societal level, labor market, and employment relations. Sustainable HRM is seen as an extension of strategic HRM and presents a new approach to people management with the focus on long-term human resource development, regeneration, and renewal. However, the attributes of sustainable HRM, as compared to mainstream HRM, are not clear. The paper aims at closing this gap by proposing and revealing the characteristics of sustainable HRM, namely: Long-term orientation, care of employees, care of environment, profitability, employee participation and social dialogue, employee development, external partnership, flexibility, compliance beyond labour regulations, employee cooperation, fairness, and equality. This is a theoretical paper.

Raising the Curtain in People Management by Exploring How Sustainable HRM Translates to Practice: The Case of Lithuanian Organizations

Arguing for the necessity to re-think human resource management (HRM), as human resources are becoming scarce, HRM practices themselves can be even harmful for employees, and the mainstream HRM is more interested not in the employee well-being, but in the search for the link between HRM and performance, the paper introduces sustainable HRM as an alternative approach to people management. Sustainable HRM is seen as a design option, which allows one to maintain, renew and restore human resources. Although previous works have broadened the understanding of the meaning given to sustainable HRM and its core characteristics, research into how sustainable HRM translates into practice is still lacking. Thus, the purpose of the paper is to reveal the practices through which 11 characteristics of sustainable HRM are expressed in real people management in organizations. In doing this, qualitative data were collected from Lithuanian organizations using semi-structured interviews with 19 human resource (HR) managers. The research indicated a variety of applied practices, which differ by maturity. Care of employees, profitability, external partnership, fairness and equality, and employee development were revealed as the characteristics of sustainable HRM most explicitly expressed through HRM practices. Nonetheless, the organizations need more heterogeneous HRM activities, which simultaneously consider the economy, environment, society, and human aspects.

Benchmarking Internet Promotion of Renewable Energy Enterprises: Is Sustainability Present?

Sustainability constitutes a broad discipline that focuses on the social, economic and environmental impact of human activities. Many policies and strategies have been developed for the pursuit of environmental sustainability and the guidance to a green society. Many enterprises have taken meaningful steps to improve their own environmental performance through corporate sustainability and environmental management. Environmental management contributes to significant improvements to environmental performance of the enterprises. This paper aims to evaluate the Renewable Energy Enterprises performance in the Internet in Thessaloniki Prefecture regarding the characteristics of sustainability using Multi-criteria Decision Analysis. TOPSIS method was used to provide a ranking of the Renewable Energy Enterprises according to their sustainability and finally conclude to a benchmark. According to the results of the research, the Renewable Energy Enterprises achieve a good level of sustainability but not the optimum. However, the entrepreneurs should adopt modern environmental policy, sustainable marketing, green network framework and certified environmental management system in order to consider their enterprise sustainable.