Log in

Relevant bibliographies by topics / Environmental HRM / Journal articles

To see the other types of publications on this topic, follow the link: Environmental HRM.

Journal articles on the topic 'Environmental HRM'

Author: Grafiati

Published: 31 May 2025

Last updated: 31 July 2025

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the top 50 journal articles for your research on the topic 'Environmental HRM.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Browse journal articles on a wide variety of disciplines and organise your bibliography correctly.

1

Abbas, Zuhair, Rasa Smaliukienė, Roman Zamečnik, Ghulam Kalsoom, and Elona Cera. "How does green HRM influence environmental and social sustainability in hotels?" Problems and Perspectives in Management 21, no. 1 (2023): 253–63. http://dx.doi.org/10.21511/ppm.21(1).2023.22.

Full text

Abstract:

Green human resource management (GHRM) is bringing positive transformations in business and society, as well as challenges for hotels. Drawing from social cognitive theory (SCT), this study examined green HRM with environmental and social performance. Significantly, this paper also used organizational green culture as a mediation variable. This empirical study employed a quantitative research method. Data were collected from 155 employees working in Pakistan’s hotels. The results demonstrate that green HRM (t-statistic value = 9.676, p-value = 0.000) is positively related to organizational gre

APA, Harvard, Vancouver, ISO, and other styles

2

MS., Sabeeha Banu, and Nirma OP. "A REVIEW ON GREEN HUMAN RESOURCE MANAGEMENT." Shanlax International Journal of Arts, Science and Humanities 6, S2 (2019): 157–63. https://doi.org/10.5281/zenodo.2572980.

Full text

Abstract:

<em>Across the world, growing industrialization has led to the need for employee motivation and engagement, employee retention, increasing the brand value and reducing labour turnover on the one hand and on the other hand increasing environmental hazards and ecological imbalance has made the stakeholders to be desperate towards environmental sustainability. Hence business territory intellectually expanded the role of human resource management function in accordance with environmental sustainability through Green HRM. The paper intends to explain the concept of Green HRM, advantages of implemen

APA, Harvard, Vancouver, ISO, and other styles

3

Nur Fuad, Eko, Mohammad Yunies Edward, Moch Aminnudin, and Muhammad Syahrul Rhomadhon. "Enhancing sustainability in Indonesian SMEs through green HRM and supply chains." Problems and Perspectives in Management 23, no. 2 (2025): 384–97. https://doi.org/10.21511/ppm.23(2).2025.27.

Full text

Abstract:

This study aims to evaluate how green HRM enhances sustainable performance in Indonesian SMEs by integrating green supply chain management and fostering pro-environmental behavior. By analyzing data from 645 SMEs across various industries, this paper explores the mediating effects of green supply chain management and pro-environmental behavior. The findings demonstrate that while green HRM has a direct negative impact on sustainable performance, its integration with green supply chain management and pro-environmental behavior significantly enhances sustainability outcomes. Additionally, green

APA, Harvard, Vancouver, ISO, and other styles

4

Ali, Sufaid, Anees Janee Ali, Khurram Ashfaq, and Jamshed Khalid. "Green Human Resource Management and Environmental Innovativeness." International Journal of Sustainable Development and Planning 16, no. 6 (2021): 1117–30. http://dx.doi.org/10.18280/ijsdp.160613.

Full text

Abstract:

Drawing upon the resource-based view and the situated learning theory, this study examined the effect of green human resource management (HRM) practices on the firm environmental innovativeness. The moderating role of organizational innovative culture on the relationship between green HRM and firm environmental innovativeness was also assessed. A survey of 212 furniture manufacturing companies in Malaysia was analyzed using structural equation modeling. Results from the data analysis suggest that green HRM practices are positively associated with the firm environmental innovativeness. The posi

APA, Harvard, Vancouver, ISO, and other styles

5

Bangwal, Deepak, Aparna Chaudhary, Rupesh Kumar, Sarbjit Singh Oberoi, and Vinod Kumar. "Green HRM, employee pro-environmental behavior, and environmental commitment." Acta Psychologica 258 (August 2025): 105153. https://doi.org/10.1016/j.actpsy.2025.105153.

Full text

APA, Harvard, Vancouver, ISO, and other styles

6

Sajib, Touhidur Rahman, Md Jahidul Islam, and Maniyarsi Gowindasamy. "Sustainable of HRM System and Strategies for Corporate Sustainability." International Journal of Advanced Business Studies 2, no. 4 (2023): 57–79. http://dx.doi.org/10.59857/ijabs.1470.

Full text

Abstract:

Abstract: This abstract discusses the goal of improving connections between organizations and stakeholders through sustainable human resource management (HRM) practices that balance financial success with corporate sustainability across social, human, and environmental dimensions. Design and Methodology: Operationalizing sustainable HRM involves bundling pro-financial, social/human, and environmental qualities into suggested HRM practices and synergizing them to produce integrated sustainability outcomes. Understanding the differences between control-oriented, commitment-based, and sustainable

APA, Harvard, Vancouver, ISO, and other styles

7

Dr., Supaprawat Siripipatthanakul Penpim Phuangsuwan Patcharavadee Sriboonruang Pichakoon Auttawechasakoon. "Green Human Resource Management and Its Effect on Environmental Performance." World Journal of English and Linguistic Studies- WJELS 1, no. 1 (2023): 1–9. https://doi.org/10.5281/zenodo.7885876.

Full text

Abstract:

ABSTRACT This article explains that the application of green human resource management (HRM) is critical to environmental performance. The researchers employed the documentary approach to writing this review article. First, a random sample of trustworthy and valid sources was taken. Next, using purposive sampling and content analysis were employed on the selected papers. There is, however, a paucity of research examining the connection between green HRM, environmental performance, and green transition education. In addition, findings on critical components of green HRM are somewhat varied from

APA, Harvard, Vancouver, ISO, and other styles

8

Lakhera, Anupama, and Pooja Sharma. "Green HRM." International Journal of Knowledge-Based Organizations 10, no. 3 (2020): 1–8. http://dx.doi.org/10.4018/ijkbo.2020070101.

Full text

Abstract:

Green HRM is a concept that is fast gaining prominence in the field of management. This review article discusses Green HRM for implementing best HR practices for reducing employees' carbon footprint and thus leading to sustainable growth within the organization. It explores how Green HRM can achieve the integration of environment-friendly HR practices and activities in order to achieve long-lasting sustainable development and a reduction of the employee carbon footprint. The data is collected on the basis of secondary sources such as articles, research papers, case studies, and internet websit

APA, Harvard, Vancouver, ISO, and other styles

9

Ali, Muhammad, Zulayho Kadirova, and Bakhtiyor Ismoyilov. "PRACTICING GREEN HRM TO ACHIEVE ENVIRONMENTAL SUSTAINABILITY." ENVIRONMENT. TECHNOLOGIES. RESOURCES. Proceedings of the International Scientific and Practical Conference 1 (June 22, 2024): 24–33. http://dx.doi.org/10.17770/etr2024vol1.7961.

Full text

Abstract:

The essential point of the ponder is to investigate and discover the affiliation between organizational natural maintainability and utilizing green HRM (green compensation, green hiring, green involvement, and green training), as well as to ascertain the role that an employee's green behavior may play in making the entire work settings green. Environmental responsibility is a crucial area of study. Manufacturing companies worldwide are calling for the advancement of their green center projects due to the growing concern for the environment and its effects on global warming and climate change.

APA, Harvard, Vancouver, ISO, and other styles

10

Uddin, Mohammad Main, and Rabiul Islam. "Green HRM: Goal Attainment through Environmental Sustainability." Journal of Nepalese Business Studies 9, no. 1 (2016): 14–19. http://dx.doi.org/10.3126/jnbs.v9i1.14590.

Full text

Abstract:

The green Human Resources Management has emerged from companies engaging in practices related to protection of environment and maintaining ecological balance. The slogan is earning profit through environmental sustainability. This paper proposes the development of a model of green human resource management by reviewing the literature on human resource aspects of environmental management. The study followed archival method of literature review. The literature has been classified on the basis of entry to exit processes in the HRM on the basis of available literature on green Human Resources. Fro

APA, Harvard, Vancouver, ISO, and other styles

11

Renwick, Douglas W. S., Charbel J. C. Jabbour, Michael Muller-Camen, Tom Redman, and Adrian Wilkinson. "Contemporary developments in Green (environmental) HRM scholarship." International Journal of Human Resource Management 27, no. 2 (2015): 114–28. http://dx.doi.org/10.1080/09585192.2015.1105844.

Full text

APA, Harvard, Vancouver, ISO, and other styles

12

K., Deepthi. "A STUDY GREEN HRM IMPACT ON BUSINESS ORGANISATIONS IN KARNATAKA." Shanlax International Journal of Arts, Science and Humanities 6, S2 (2019): 159–63. https://doi.org/10.5281/zenodo.2633511.

Full text

Abstract:

<em>Green HRM connotes the science and the art of practicing environmental management in business organizations. Corporate environmental management essentially implies achieving minimum or zero destruction of the environment in its production and service activities. The concept of Green HRM is developed from the application of environmental management principles in business. Green HRM is underlined by the practice of ‘greening’ the organization in that employees take on the roles of a ‘preservationist’, ‘conservationist’ ‘non-polluter’ and &lsquo

APA, Harvard, Vancouver, ISO, and other styles

13

Al Doghan, Mohammed A., Nadia Abdelhamid Abdelmegeed Abdelwahed, Bahadur Ali Soomro, and Mahmoud Mohamed Hussein Ali Alayis. "Organizational Environmental Culture, Environmental Sustainability and Performance: The Mediating Role of Green HRM and Green Innovation." Sustainability 14, no. 12 (2022): 7510. http://dx.doi.org/10.3390/su14127510.

Full text

Abstract:

This study investigated Environmental Sustainability (ES) and Environmental Performance (EP) through the direct and indirect use of Organizational Environmental Culture (OEC). This study focused on top managers, namely, the CEOs and directors of SMEs, along with their middle managers. In this study, the researchers employed green HRM and Green Innovation (GI) as mediators. We applied a quantitative approach that utilized cross-sectional data collected from Saudi Arabian Small and Medium-sized Enterprises (SMEs). We used a survey questionnaire with a convenience sampling technique and succeeded

APA, Harvard, Vancouver, ISO, and other styles

14

Kurniawati, Endah, and Lilis Ardini. "GREEN HRM: A STUDY OF ENVIRONMENTALLY-FRIENDLY HRM PRACTICES." International Conference of Business and Social Sciences 3, no. 1 (2024): 462–73. http://dx.doi.org/10.24034/icobuss.v3i1.400.

Full text

Abstract:

This qualitative research aims to explore the implementation of Green HRM at PT. Go To. The research method used is descriptive qualitative with document study data collection techniques. The documents used in this research are sustainability reports and data contained in the PT. Go To website, as well as other supporting data from mass media and the internet. The data analysis technique used is content analysis. The results showed that PT. Go To has implemented several Green HRM practices, such as the use of renewable energy, reduction of greenhouse gas emissions, reduction of paper use, and

APA, Harvard, Vancouver, ISO, and other styles

15

Rakin, Sadman Rana, Masuma Binte Yousuf, and Mohammad Rabiul Basher Rubel. "Socially responsible HRM and Environmental Performance of Banking Organization in Bangladesh: Mediating Effect of Green Innovation." International Journal of Human Resource Studies 10, no. 4 (2020): 268. http://dx.doi.org/10.5296/ijhrs.v10i4.17768.

Full text

Abstract:

The current study tries examining the effect of socially responsible human resource management (SR-HRM) practices on environmental performance in banking industry of Bangladesh with mediating effect by green innovation. This study has tested the hypotheses upon 365 line-managers and has found positive effect of SR-HRM upon both environmental performance and green innovation. In the current research, green innovation also showed positive impact upon environmental performance. Additionally, Green Innovation significantly mediates the linkage between SR-HRM and environmental performance. This res

APA, Harvard, Vancouver, ISO, and other styles

16

Ahmad, Farooq, Md Billal Hossain, Khurram Mustafa, Faisal Ejaz, Kausar Fiaz Khawaja, and Anna Dunay. "Green HRM Practices and Knowledge Sharing Improve Environmental Performance by Raising Employee Commitment to the Environment." Sustainability 15, no. 6 (2023): 5040. http://dx.doi.org/10.3390/su15065040.

Full text

Abstract:

In this research, the moderating effect of green knowledge sharing was used to investigate the association between green human resources management (green HRM) practices (competence, motivation, and involvement) and environmental performance via employee environmental commitment. Using previously validated metrics, an online survey of 155 academic staff members from 25 Pakistani universities ranked in the UI-Green Metric 2021 for having green campuses was carried out. The findings demonstrated a significant relationship between green HRM practices, employee environmental commitment, and the un

APA, Harvard, Vancouver, ISO, and other styles

17

Ambati, Padma. "An Overview of Green HRM." International Journal of Research and Applications 6, no. 21 (2019): 1101–4. https://doi.org/10.5281/zenodo.13347695.

Full text

Abstract:

<strong>A</strong><strong>BSTRACT</strong>Economic energy, the narrative goes, is changing to emerging markets. But, once we consider the actions of MNCs the rhetoric of abrupt expansion in emerging markets likewise hides insecurities and uncertainties. It shows that a lot of this previous research concentrated on several acts of HRM like recruiting, development and training, performance assessment and benefit management in integrating environmental management using HRM although HRM has more possible and extent in enhancing organization's environmental performance. The

APA, Harvard, Vancouver, ISO, and other styles

18

Kavita Nitin Khadse. "Alleviating Psychological Distress through Green HRM: Fostering a Harmonious and Sustainable Environmental Passion." Journal of Information Systems Engineering and Management 10, no. 5s (2025): 376–82. https://doi.org/10.52783/jisem.v10i5s.638.

Full text

Abstract:

This study examines the influence of Green Human Resource Management (Green HRM) strategies on reducing psychological discomfort and promoting environmental passion among employees. Data were gathered from 75 participants across two organizations, utilizing statistical techniques including correlation, regression, and ANOVA. The results indicate a substantial correlation between Green HRM practices and employee psychological well-being. Moreover, Green HRM practices were seen as essential in fostering environmental passion, consequently encouraging sustainable behaviors inside the workplace. T

APA, Harvard, Vancouver, ISO, and other styles

19

Nahdan, Al Aufa, Erlina RR., and M. Rusdi Zainnur. "The Influence of Green Human Resource Management (Green Hrm) on Environmental Performance Mediated by Green Motivation and Green Innovation." Journal of Economics, Finance And Management Studies 08, no. 05 (2025): 2844–55. https://doi.org/10.5281/zenodo.15429548.

Full text

Abstract:

This study aims to investigate the influence of Green Human Resource Management (Green HRM) on Environmental Performance, mediated by Green Motivation and Green Innovation at PT PLN NP UP Sebalang. The research is essential due to the critical role of Green HRM practices in addressing global demands for environmental sustainability, especially in the electricity generation industry, which is currently transitioning towards clean energy. The research was conducted through a survey method utilizing questionnaires involving 126 respondents from the company's employees. The collected data were ana

APA, Harvard, Vancouver, ISO, and other styles

20

Purgał-Popiela, Joanna. "HRM Practices in Internationalised SMEs and Their Sales Growth under Different Environmental Conditions." Krakow Review of Economics and Management/Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie, no. 4(1006) (December 23, 2024): 63–80. https://doi.org/10.15678/krem.18629.

Full text

Abstract:

Objective: This paper explores the patterns of human resource management (HRM) adopted by internationalised small and medium-sized enterprises (SMEs) and their business outcomes with respect to changing external contingencies. More specifically, it examines the link between HRM and sales growth under two different conditions: the relatively stable pre-pandemic period and the highly uncertain first year of the COVID-19 pandemic. Research Design & Methods: Data stems from structured interviews with key decision-makers representing 200 Polish-based SMEs operating internationally. Methods of d

APA, Harvard, Vancouver, ISO, and other styles

21

Kurniawati, Endah. "The The Development of Green Human Resources Management in Indonesia." JMK (Jurnal Manajemen dan Kewirausahaan) 8, no. 2 (2023): 146. http://dx.doi.org/10.32503/jmk.v8i2.3754.

Full text

Abstract:

The environmental damage that occurs due to industrial development requires organizations to implement Green HRM (Human Resource Management) to achieve the company's environmental and sustainability goals, as well as provide benefits for employees and the company. By implementing Green HRM, companies can improve efficiency and environmental performance. This research aims to provide a detailed description of Green HRM practices as additional knowledge and new insights. This research was conducted with a qualitative descriptive approach and used data collection methods through literature studie

APA, Harvard, Vancouver, ISO, and other styles

22

Pilania, Aarzoo. "Green HRM Practices." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 05 (2024): 1–5. http://dx.doi.org/10.55041/ijsrem33488.

Full text

Abstract:

Green Human Resource Management (Green HRM) integrates environmental sustainability into core HR practices. It goes beyond just business operations and promotes eco-friendly practices throughout the organization. Green HRM encompasses the entire employee lifecycle, from attracting environmentally conscious talent during recruitment to influencing employee behavior through training and performance management. By effectively implementing Green HRM practices, organizations can not only reduce their carbon footprint through practices like reduced paper usage or energy-efficient buildings, but also

APA, Harvard, Vancouver, ISO, and other styles

23

Muhammad, Rafiq. "Translating stakeholder pressure into environmental sustainability-Studying HRM practices as mediating role." Archives of Business Research 7, no. 10 (2019): 89–103. http://dx.doi.org/10.14738/abr.710.7155.

Full text

Abstract:

The research contributes towards the surviving exploration of Human Resource management, hereafter referred as HRM practices, depending on the instrumental estimation of the partner weight which leaves an effect on the organizations choices. This examination imagines HRM hones as an arrangement of the administration process that organizations are attempting to actualize keeping in mind the end goal to react the partner weight which influences the ecological manageability of the firms. Partners may apply weight on association's to execute HRM hones which could prompt enhance the ecological mana

APA, Harvard, Vancouver, ISO, and other styles

24

Hameed, Zahid, Ikram Ullah Khan, Tahir Islam, Zaryab Sheikh, and Rana Muhammad Naeem. "Do green HRM practices influence employees' environmental performance?" International Journal of Manpower 41, no. 7 (2020): 1061–79. http://dx.doi.org/10.1108/ijm-08-2019-0407.

Full text

Abstract:

PurposeRecent research has demonstrated an increasing awareness among business communities about the importance of environmental concerns. Green human resource management (GHRM) has become a crucial business strategy for organizations because the human resource department can play a key role in going “green.” This study tests an integrative model incorporating the indirect effects of GHRM practices on employee organizational citizenship behavior toward environment (OCBE), through green employee empowerment. Moreover, this study investigates the moderating effect of individual green values on O

APA, Harvard, Vancouver, ISO, and other styles

25

Leidner, Sarah, Denise Baden, and Melanie J. Ashleigh. "Green (environmental) HRM: aligning ideals with appropriate practices." Personnel Review 48, no. 5 (2019): 1169–85. http://dx.doi.org/10.1108/pr-12-2017-0382.

Full text

Abstract:

Purpose The purpose of this paper is to explore how Green (environmental) Human Resource Management (GHRM) policies can elicit green employee behaviours. This study explores the role of sustainability advocates, who are leaders and managers in pursuit of their firm’s environmental agenda, in the design and delivery of GHRM policies, communication, recruitment and selection, environmental training, rewards and incentives. Design/methodology/approach In this qualitative study, eighteen semi-structured interviews with sustainability advocates in European firms were conducted and analysed. Finding

APA, Harvard, Vancouver, ISO, and other styles

26

Tay Lee Chin, Tan Fee Yean, and Hon-Wei Leow. "ABILITY, MOTIVATION, OPPORTUNITY-ENHANCING HRM PRACTICES AND CORPORATE ENVIRONMENTAL CITIZENSHIP: REVISITING THE MODERATING ROLE OF ORGANISATIONAL LEARNING CAPABILITY IN MALAYSIAN CONSTRUCTION COMPANIES." International Journal of Business and Society 24, no. 1 (2023): 100–118. http://dx.doi.org/10.33736/ijbs.5607.2023.

Full text

Abstract:

This study examines the connection between ability, motivation, opportunity-enhancing HRM practices and corporate environmental citizenship. Organisational learning capability is also introduced as a moderator between the connections of AMO-enhancing HRM practices and corporate environmental citizenship. Systematic sampling technique was utilized to determine the study sample with a total response of 150. The study found that ability and opportunity-enhancing HRM practices are related to corporate environmental citizenship except for motivation-enhancing HRM practices. Similarly, organisationa

APA, Harvard, Vancouver, ISO, and other styles

27

Sharma, Damini, and Aruna Dhamija. "A study on the impact of green HRM and green training on environmental performance and green employee motivation and efficiency in education sector." AiBi Revista de Investigación, Administración e Ingeniería 13, no. 1 (2025): 75–81. https://doi.org/10.15649/2346030x.4010.

Full text

Abstract:

The study examines how environmental performance, employee engagement, and productivity are affected by green HRM practices and green training in India's education sector. The study's goals are to find out how green HRM and green training relate to one another, how they affect environmental performance, and how they affect worker productivity and motivation. 280 academics and instructors made up the sample, which has been selected using purposive sampling procedures. Structured questionnaires have been employed to gather primary data. The results show that offering green training at educationa

APA, Harvard, Vancouver, ISO, and other styles

28

Saqlain, Muhammad, Farhan Soomro, Abdul Rasheed Mangi, and Ikramullah Ibrahimi. "From Green Practices to Green Profits: Exploring the Link between Green HRM and Environmental Performance." Journal of Social & Organizational Matters 3, no. 4 (2024): 566–86. https://doi.org/10.56976/jsom.v3i4.156.

Full text

Abstract:

The purpose of this research is to investigate Green Human Resource Management (Green HRM) practices and environmental performance and the roles that green organizational culture, green employee behavior and leadership style, and employee environmental consciousness play in this process. Cross sectional quantitative research design was employed in this study where data was collected from five organizations in different industries that have significant environmental concern. This research shows that Green HRM practices positively impact environmental performance, moderated by a strong organizat

APA, Harvard, Vancouver, ISO, and other styles

29

Usman, Muhammad, Samreen Fazal, Asif Z. Warsi, and Hassam Gul. "Green HRM and Resource Optimization in the Public Sector: A Pathway to Achieving Sustainable Environmental Policy Goals." Review of Education, Administration & Law 8, no. 1 (2025): 57–71. https://doi.org/10.47067/real.v8i1.403.

Full text

Abstract:

The study discusses the role of Green Human Resource Management in optimizing resources and achieving environmental policy goals within public sector organizations. In view of increasing pressure to use more sustainable practices, Green HRM emerged as a core determinant in enhancing environmental performance and efficiency in operations. The study examines three influential Green HRM practices, that is, green recruitment, green training, and environmental performance management, in light of assessing the impact of their influence on the consumption of resources, energy, and waste management. A

APA, Harvard, Vancouver, ISO, and other styles

30

Liu, Cheng. "The Role of Human Resource Management in Sustainable Development." International Journal of Education and Humanities 14, no. 3 (2024): 118–22. http://dx.doi.org/10.54097/eck4jx81.

Full text

Abstract:

This paper discusses the role of human resource management (HRM) in sustainable development. With the increasing global attention to environmental, social and economic sustainability issues, human resource management (HRM), as one of the core functions within organisations, plays a crucial role in driving organisations to achieve the goal of sustainable development. The article firstly describes the core functions and concepts of HRM and analyses the needs of HRM for sustainable development strategies. Then, the role of HRM in sustainable development is explored in detail from the three dimens

APA, Harvard, Vancouver, ISO, and other styles

31

Kamaruddin, Kardina, and Noor Malinjasari Ali. "Uncovering Key Themes in Sustainable HRM: A Data-Driven Analysis Using Topic Modelling." Jurnal Intelek 20, no. 1 (2025): 94–105. https://doi.org/10.24191/ji.v20i1.3789.

Full text

Abstract:

This study explores the landscape of Sustainable Human Resource Management (HRM) by employing topic modelling to analyze 902 articles from the Scopus database. Sustainable HRM, which integrates sustainability principles into HR practices, has emerged as a critical strategy for achieving long-term economic, social, and environmental goals. Using Natural Language Processing (NLP) techniques, the analysis identified five core themes within Sustainable HRM research: economic and environmental sustainability, performance factors, supply chain and innovation, social responsibility, and green HRM pra

APA, Harvard, Vancouver, ISO, and other styles

32

Sitohang, Ance Marintan D., Yeni Absah, Hamdani Harahap, and Robert Sibarani. "The role of green human resource management in promoting sustainable tourism practices." E3S Web of Conferences 577 (2024): 02013. http://dx.doi.org/10.1051/e3sconf/202457702013.

Full text

Abstract:

The tourism industry increasingly acknowledges sustainability as crucial for long-term success and environmental stewardship. This study examines the role of Green Human Resource Management (Green HRM) in promoting sustainable tourism practices. Green HRM integrates environmental management into HR policies, fostering a sustainabilityoriented organizational culture. Through a comprehensive literature review and empirical analysis, this research evaluates the impact of Green HRM practices on sustainable tourism development. Key areas include ecofriendly recruitment, training, performance manage

APA, Harvard, Vancouver, ISO, and other styles

33

Yong, Jing Yi, M. Y. Yusliza, and Olawole Olanre Fawehinmi. "Green human resource management." Benchmarking: An International Journal 27, no. 7 (2019): 2005–27. http://dx.doi.org/10.1108/bij-12-2018-0438.

Full text

Abstract:

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

APA, Harvard, Vancouver, ISO, and other styles

34

Vidal-Salazar, María Dolores, Eulogio Cordón-Pozo, and Vera Ferrón-Vilchez. "Human resource management and developing proactive environmental strategies: The influence of environmental training and organizational learning." Human Resource Management 51, no. 6 (2012): 905–34. http://dx.doi.org/10.1002/hrm.21507.

Full text

APA, Harvard, Vancouver, ISO, and other styles

35

Rehman, Dr Zia-ur, Hassan Ali Khan, Muhammad Irshad, Aatzaz Hassan, and Sara Iftikhar. "Assessment of Green Human Resource Management in Developing Sustainable Performance of Manufacturing Industry in Pakistan." Winter 2023 3, no. 1 (2023): 949–61. http://dx.doi.org/10.54183/jssr.v3i1.335.

Full text

Abstract:

In light of the evolving corporate landscape and the growing emphasis on competencies and strategic approaches, the concept of Green Human Resource Management (HRM) has emerged as a vital component of global green development. Green HRM integrates environmental considerations into HR activities, contributing to the long-term sustainability of organizations and their workforce. While existing literature has predominantly focused on sustainability, this research addresses the novel contribution of Green HRM. The study examines the impact of Green HRM practices on the sustainability of Pakistan's

APA, Harvard, Vancouver, ISO, and other styles

36

Purwanto, Fajar, Slamet Riyadi, and I. Dewa Ketut Raka Ardiana. "Green transformational leadership and organizational culture on environmental performance." Corporate Governance and Organizational Behavior Review 8, no. 2, special issue (2024): 265–75. http://dx.doi.org/10.22495/cgobrv8i2sip2.

Full text

Abstract:

This study examines the influence of eco-conscious transformational leadership and organizational culture on environmental outcomes in the context of East Java’s small and medium-sized enterprise (SME) industry. It investigates the mediating factors of green human resource management (green HRM) and sustainable innovation. The research methodology employs an explanatory approach to understand the relationships among these variables. The study’s target population consists of all registered SMEs in East Java, as recorded by the Provincial Office of Cooperatives and SMEs. These entities include v

APA, Harvard, Vancouver, ISO, and other styles

37

Dinesh Gabhane. "Green HRM and Sustainable Finance: Aligning HR Practices with ESG Goals." Journal of Information Systems Engineering and Management 10, no. 24s (2025): 701–9. https://doi.org/10.52783/jisem.v10i24s.3975.

Full text

Abstract:

In the wake of increasing environmental concerns and the global shift toward sustainability, organizations are integrating Environmental, Social, and Governance (ESG) principles into their strategic frameworks. Green Human Resource Management (Green HRM) has emerged as a pivotal approach to fostering sustainability by embedding eco-friendly practices in workforce management. This paper explores the intersection of Green HRM and Sustainable Finance, emphasizing the alignment of HR strategies with ESG objectives. It investigates how Green HRM practices—such as green recruitment, employee trainin

APA, Harvard, Vancouver, ISO, and other styles

38

Groenewald, Coenrad Adolph, Elma S. Groenewald, Osias Kit T. Kilag, Glenn R. Andrin, Mary Jane F. Pernites, and Maria Katrina S. Macapaz. "Optimizing Human Capital: Exploring the Effectiveness of HRM Systems." International Multidisciplinary Journal of Research for Innovation, Sustainability, and Excellence (IMJRISE) 1, no. 3 (2024): 85–92. https://doi.org/10.5281/zenodo.11045600.

Full text

Abstract:

Abstract: This systematic literature review examines the intricacies of Human Resource Management (HRM) systems and their measurement, synthesizing empirical evidence to provide insights into their effectiveness and implications for organizational performance. The review highlights the diversity in HRM measurement approaches, ranging from comprehensive scales to specific dimensions, underscoring the need for standardized tools to facilitate comparability across studies. Findings reveal positive associations between high-performance HRM practices and organizational performance outcomes, though

APA, Harvard, Vancouver, ISO, and other styles

39

Gunawan, William Ben, and Lukas Mikhail. "Strategic and sustainable human resource management: Twin weapon for achieving competitive advantage in organization." Priviet Social Sciences Journal 5, no. 6 (2025): 45–58. https://doi.org/10.55942/pssj.v5i6.401.

Full text

Abstract:

This perspective explores the integration of strategic human resource management (strategic HRM) and sustainable human resource management (sustainable HRM) as a dual strategy for organizational competitive advantage. Strategic HRM focuses on aligning HR policies with business goals to maximize employee engagement, innovation, and productivity, thereby enhancing organizational performance. Key strategic HRM practices include performance management, talent development, and fostering a cohesive company culture that values inclusivity and adaptability. However, strategic HRM’s strategic focus oft

APA, Harvard, Vancouver, ISO, and other styles

40

Gul, Sana, Hakim Ali Mahesar, and Haroon Bakari. "THE IMPACT OF GREEN HRM PRACTICES ON ENVIRONMENTAL CONSCIOUSNESS." JUNE 39, no. 02 (2023): 212–23. http://dx.doi.org/10.51380/gujr-39-02-08.

Full text

Abstract:

Green HRM refers to field of research that covers all aspects & procedures of HRM with the aim of achieving environmental sustainability,due to more than 50 years of global industrialization, several organizations have met significant environmental performance challenges. The study main objective is to determine effects of green human resource practices on environmental consciousness in the Pakistani cities of Kotri and Jamshoro. These practices include green training, green performance management as well as green employee participation. Data collection was done using a non-probability met

APA, Harvard, Vancouver, ISO, and other styles

41

Fawehinmi, Olawole, Mohd Yusoff Yusliza, Zaleha Mohamad, Juhari Noor Faezah, and Zikri Muhammad. "Assessing the green behaviour of academics." International Journal of Manpower 41, no. 7 (2020): 879–900. http://dx.doi.org/10.1108/ijm-07-2019-0347.

Full text

Abstract:

Purpose Studies have highlighted concerns about the role of knowledge creation between human resource management practices and employee behaviour. The purpose of this paper is to examine the impact of green human resource management (green HRM) on employee green behaviour (EGB) through the mediation of environmental knowledge of lecturers in public research universities in Malaysia. Design/methodology/approach This cross-sectional study examines the mechanism in which green HRM affects the EGB of lecturers through environmental knowledge in Malaysian public research universities. Smart PLS was

APA, Harvard, Vancouver, ISO, and other styles

42

Wazir, Umer Nooh. "GREEN HRM: THE STRATEGIC PATH TOWARDS SUSTAINABLE BUSINESS AND RESPONSIBLE EMPLOYEES." Journal of Social Research Development 6, no. 2 (2025): 59–75. https://doi.org/10.53664/jsrd/06-02-2025-06-59-75.

Full text

Abstract:

Small and medium enterprises in Pakistan gradually face environmental pressures and sustainability challenges that demand effective integration of eco-friendly practices within their operations. However, role of green human resource management in driving sustainable business practices and fostering responsible employee behavior in SMEs remains underexplored. This study investigates the impact of Green HRM practices on sustainable business performance, accenting mediating effect of responsible employee behavior in the SME context of Pakistan. Data were collected through a structured questionnai

APA, Harvard, Vancouver, ISO, and other styles

43

Malhotra, Prerna, and Satveer Kaur. "Green HRM: Assessing the Contribution of Employees' Innovative Work Practices to Environmental Sustainability." RESEARCH REVIEW International Journal of Multidisciplinary 10, no. 2 (2025): 164–71. https://doi.org/10.31305/rrijm.2025.v10.n2.019.

Full text

Abstract:

Green Human Resource Management (Green HRM) has emerged as a critical organizational strategy for promoting environmental sustainability. In an era of increasing environmental challenges, organizations are under pressure to adopt sustainable practices that minimize their ecological footprint. Green Human Resource Management (Green HRM) has emerged as a strategic framework to foster environmental sustainability by integrating eco-friendly policies and encouraging green behaviours among employees. This paper investigates the role of bank employees innovative work practices as a critical mechanis

APA, Harvard, Vancouver, ISO, and other styles

44

Yusoff, Yusmani Mohd, Mehran Nejati, Daisy Mui Hung Kee, and Azlan Amran. "Linking Green Human Resource Management Practices to Environmental Performance in Hotel Industry." Global Business Review 21, no. 3 (2018): 663–80. http://dx.doi.org/10.1177/0972150918779294.

Full text

Abstract:

The hotel industry is growing rapidly in developing countries due to an increase in the tourism industry; however, on the other hand, the hotel industry is one of the sectors largely increasing the burden on the environment. Therefore, due to the massive number of environmental issues that hotel industry has encountered, there is an increasing force to pay a correct reaction to environmental issues and executing sustainable business practices such as the adoption of green human resource management (HRM) practices provide a win–win situation for the organization and its stakeholders. It, theref

APA, Harvard, Vancouver, ISO, and other styles

45

Liu, Liping, and Chunyu Zhang. "Linking environmental management accounting to green organisational behaviour: The mediating role of green human resource management." PLOS ONE 17, no. 12 (2022): e0279568. http://dx.doi.org/10.1371/journal.pone.0279568.

Full text

Abstract:

The China’s economy is developing rapidly, and it affects the environment on several levels. Therefore, this study examines the effect of environmental management accounting, green human resource management (HRM), on green organisational behaviour (OB). We collected 383 questionnaires completed by human resource managers and accounting managers in the Chinese hospitality industry. We used a covariance-based structural equation model to test the hypotheses in this study. The empirical evidence shows a positive and significant effect between environmental management accounting (monetary environm

APA, Harvard, Vancouver, ISO, and other styles

46

Adif, Riandy Mardhika, Jufriadif Na`am, and Novizar Nazir. "The Concept of Green Human Resource Management in Industry." AJARCDE | Asian Journal of Applied Research for Community Development and Empowerment 4, no. 1 (2020): 28–35. http://dx.doi.org/10.29165/ajarcde.v4i1.35.

Full text

Abstract:

The integration of environmental management into Human Resource Management (HRM) is called Green HRM. There is a growing need for the application of Green HRD in industry. The objective of this review is to explore green human resource management practices of organizations in the industry based on the existing literature. Based on this review, it is concluded that by understanding and increasing the scope and depth of green HRM practices, organizations can improve their environmental performance in a more sustainable manner than before. The green HRM practices are more powerful tools in making

APA, Harvard, Vancouver, ISO, and other styles

47

Rafique, Samman, Yasir Tanveer, Saiqa Sadiq, and Anum Tariq. "Mediation of Green Perceived Organizational Support between Green Human Resource Management Practices and Employee Performance." Asian Bulletin of Big Data Management 4, no. 3 (2024): 173–91. http://dx.doi.org/10.62019/abbdm.v4i3.228.

Full text

Abstract:

This study examines the role of green HRM on employee performance outcomes in Pakistan through perceived organizational support for environmental initiatives. The theory of Ability Motivation Opportunity (AMO) has been applied to investigate how green HRM influences employee performance by mediating green-perceived support. The research used green HRM practices as independent factors, green perceived organizational support as a mediating variable, and employee performance as the dependent variable. Data from 312 respondents were analyzed using SEM-PLS. Training and development, recruiting and

APA, Harvard, Vancouver, ISO, and other styles

48

Nurimansjah, Ris Akril. "Dynamics of Human Resource Management: Integrating Technology, Sustainability, and Adaptability in the Modern Organizational Landscape." Golden Ratio of Mapping Idea and Literature Format 3, no. 2 (2023): 104–23. http://dx.doi.org/10.52970/grmilf.v3i2.324.

Full text

Abstract:

This research explores the dynamics of Human Resource Management (HRM) in facing the challenges of the contemporary era characterized by technological integration, environmental sustainability, and organizational adaptability. Through a review of scholarly articles, this research explores the relationship between innovative HRM practices and their impact on organizational performance, employees, and response to change. Technology integration in HRM is a focus of attention. The integration of Artificial Intelligence (AI) and Advanced Analytics is changing the paradigm of HRM processes by improv

APA, Harvard, Vancouver, ISO, and other styles

49

Akthar, Nasreen. "Top Management Support: Underlying Mechanism between Green Human Resource Management Practices and Environmental Performance." Journal of Digitainability, Realism & Mastery (DREAM) 1, no. 02 (2022): 48–62. http://dx.doi.org/10.56982/journalo.v1i02.21.

Full text

Abstract:

Worldwide, the environmental policymakers and researchers have argued that the causes of environmental deterioration such as loss of biodiversity, increased pollution and resource deficit are entrenched into the human behaviors. In this regard, most of the firms tend towards guaranteeing that their day-to-day operations are not harmful to environment by the application of green initiatives. Thus, there exists an emerging need for shaping and understanding the employee behavior to decrease these harmful environmental effects. Present study, therefore, contributes to the debate by empirically in

APA, Harvard, Vancouver, ISO, and other styles

50

Chen, Silu, Wanxing Jiang, Xin Li, and Han Gao. "Effect of Employees’ Perceived Green HRM on Their Workplace Green Behaviors in Oil and Mining Industries: Based on Cognitive-Affective System Theory." International Journal of Environmental Research and Public Health 18, no. 8 (2021): 4056. http://dx.doi.org/10.3390/ijerph18084056.

Full text

Abstract:

Drawing on cognitive-affective system theory, this study proposes that employees’ perceived green human resource management (HRM) influences their’ workplace green behaviors through two psychological processes: the cognitive and the affective route. By analysing 358 questionnaires collected from Chinese firms in the oil and mining industry, we obtain evidence in support of our predictions, finding that employees’ perceived green HRM positively impacts their voluntary workplace green behaviors and green creativity. Additionally, green psychological climate and harmonious environmental passion a

APA, Harvard, Vancouver, ISO, and other styles

We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!