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Journal articles on the topic 'Green human'

Author: Grafiati

Published: 2 June 2025

Last updated: 31 July 2025

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1

Priyanto, Eddy, and Clara Schneider. "Green Sustainable Human Resource Management in Malaysia." SPLASH Magz 1, no. 2 (2021): 21–24. http://dx.doi.org/10.54204/splashmagzvol1no1pp21to24.

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The purpose of this study is to study environmentally friendly human resource management including employee behaviour in the workplace and the environment around the workplace. We used secondary data on 216 companies in Malaysia by conducting online interviews with 2160 employees about human resource and environmental management practices by quantifying them using the Likert scale and analyzing them using the ordinary least square model. We found a positive relationship between the level of environmental and social concern for the organization as reflected in environmentally friendly regulatio

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Tharanatha, Ananya, R. Shashidhar, Sindu Bharath, and P. Nagesh. "The Green Behaviour Role in Relationship Amid Green Human Resource Management and Employer Branding in Green Hospitals." Indian Journal Of Science And Technology 16, no. 14 (2023): 1062–68. http://dx.doi.org/10.17485/ijst/v16i14.247.

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Jane Pramudita, Elysabeth, and Andreas Wahyu Gunawan. "The Influence Of Green Human Resource Management, Green Human Capital, And Green Innovation On Environmental Performance Through Green Human Capital And Green Innovation." Journal of Comprehensive Science (JCS) 2, no. 2 (2023): 738–39. http://dx.doi.org/10.59188/jcs.v2i2.383.

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Penelitian ini menjelaskan bahwa penerapan praktik GHRM dapat dilihat dari daya tarik seleksi karyawan, termasuk memiliki komitmen terhadap lingkungan. Setelah itu dilakukan evaluasi yang lebih menekankan pada kinerja lingkungan. Selain itu, manajer perusahaan juga mendukung penuh karyawan atas kebijakan kelestarian lingkungan dan dukungan terhadap kompetensi lingkungan. Hasil pengujian juga membuktikan bahwa perusahaan benar-benar memperhatikan produk berlabel ramah lingkungan, termasuk mengurangi penggunaan bahan baku dalam proses pembuatannya. Hal lain dalam pengujian tersebut membuktikan a

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Mhd, Sobhi AL SABI. "A review on the Green Human Resources Management." International Journal of Management and Commerce Innovations 10, no. 1 (2022): 350–59. https://doi.org/10.5281/zenodo.6787264.

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<strong>Abstract:</strong> A couple of years ago the employee's sustainability and green environment have increased. Corporations have diversified from normal environments to sustainable environments. This study aims to research Green human resources practices and employees' perceived sustainability on economic performance in OPET Corporation located in Istanbul Turkey. GHRM and sustainability are not been widely discussed well properly in past studies. Four independent variables GRS, GTP, GPR & GI, and one dependent variable EPS are proposed for this study. A simple random samplin

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Syahridhan, Sayed, and Primadi Candra Susanto. "Determination of Green Human Resource Management: Analysis of Green Knowledge Sharing, Green Competitive Advantage, Green Training, Green Psychological Climate and Green Innovation." Journal of Management World 2024, no. 4 (2024): 971–80. https://doi.org/10.53935/jomw.v2024i4.594.

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The purpose of this literature research is expected to help hypotheses for future authors in determining research related to green human resource management. The research article Determining Green Human Resource Management: analysis of Green Knowledge Sharing, Green Competitive Advantage, green training, Green Psychological Climate, and Green Innovation is a scientific literature article on the scope of human resource management. The approach used in this literature review research is descriptive qualitative. The data collection technique is to use literature studies or conduct literature revi

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Pramudita, Elysabeth Jane, and Andreas Wahyu Gunawan. "PENGARUH GREEN HUMAN RESOURCE MANAGEMENT, GREEN HUMAN CAPITAL DAN GREEN INNOVATION TERHADAP ENVIRONMENTAL PERFORMANCE MELALUI GREEN HUMAN CAPITAL DAN GREEN INNOVATION PADA PT MITRAKARYA CIPTA GEMILANG." Glosains: Jurnal Sains Global Indonesia 4, no. 1 (2023): 21–40. http://dx.doi.org/10.36418/glosains.v4i1.385.

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This study describes that the application of GHRM practices can be seen from the attractiveness of employee selection, including having a commitment to environment. Followed an evaluation carried out more emphasis on environmental performance. In addition, company managers also fully support employees for environmental sustainability policies and support for environmental competence. The test results also prove that the company really considers eco-labeled products, including reducing the use of raw materials in the manufacturing process. Another thing in the test proves that there is an organ

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Pramudita, Elysabeth Jane, and Andreas Wahyu Gunawan. "PENGARUH GREEN HUMAN RESOURCE MANAGEMENT, GREEN HUMAN CAPITAL DAN GREEN INNOVATION TERHADAP ENVIRONMENTAL PERFORMANCE MELALUI GREEN HUMAN CAPITAL DAN GREEN INNOVATION PADA PT MITRAKARYA CIPTA GEMILANG." Glosains: Jurnal Sains Global Indonesia 4, no. 1 (2023): 21–40. http://dx.doi.org/10.59784/glosains.v4i1.385.

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This study describes that the application of GHRM practices can be seen from the attractiveness of employee selection, including having a commitment to environment. Followed an evaluation carried out more emphasis on environmental performance. In addition, company managers also fully support employees for environmental sustainability policies and support for environmental competence. The test results also prove that the company really considers eco-labeled products, including reducing the use of raw materials in the manufacturing process. Another thing in the test proves that there is an organ

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Dwi, Putri Rejeki, and Surya Putra Made. "Does green organizational identity mediate green human resource management on employee green behavior?" World Journal of Advanced Research and Reviews 21, no. 1 (2024): 710–20. https://doi.org/10.5281/zenodo.13220781.

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This study aims to analyze and explain the mediating role of green organizational identity on the influence of green human resource management on employee green behavior. This research was conducted at PT Yoga Barn. The population in this study amounted to 95 people. The number of samples used was 95 employees, using the non-probability sampling census method. Data collection was obtained through questionnaires and interviews. The analysis technique used is descriptive statistical analysis and inferential statistical analysis. The data were analyzed with a Structural Equation Model (SEM) with

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Siti Nur Aisah. "Green Human Resource Management, Green Human Capital, Green Innovation, dan Perceived Organizational Support Terhadap Environmental Performance." JAMI: Jurnal Ahli Muda Indonesia 5, no. 1 (2024): 77–82. http://dx.doi.org/10.46510/jami.v5i1.287.

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Tujuan. Lingkungan kinerja yang ramah lingkungan memiliki kegiatan aktivitas yang tetap menjaga kelestarian lingkungan. Kelestarian lingkungan dapat terlaksana jika perusahaan mampu menciptakan lingkungan kinerja ramah lingkungan. Untuk menciptakan lingkungan kinerja ramah lingkungan dilakukan analisis MSDM ramah lingkungan, SDM ramah lingkungan, inovasi ramah lingkungan, dan dukungan organisasi yang dirasakan. Yang mana analisis tersebut dapat mencapai lingkungan kinerja yang ramah lingkungan. Material dan Metode. Model yang dipakai dalam penelitian ini adalah model persamaan structural denga

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Shafaei, Azadeh, Mehran Nejati, and Yusmani Mohd Yusoff. "Green human resource management." International Journal of Manpower 41, no. 7 (2020): 1041–60. http://dx.doi.org/10.1108/ijm-08-2019-0406.

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PurposeThe study aimed to provide insights on antecedent and outcome of green HRM at the organisational level and the outcome of green HRM at the individual level. It also sought to examine the mechanism through which green HRM would lead to employees’ positive outcome.Design/methodology/approachA quantitative study design using a two-study approach was employed to collect and analyse the data. For study 1, 206 hotels from Malaysia were included in analysis at the organisational level, while in study 2 at the individual level, 508 employees from different sectors provided insights through an o

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Mishra, Pavitra. "Green human resource management." International Journal of Organizational Analysis 25, no. 5 (2017): 762–88. http://dx.doi.org/10.1108/ijoa-11-2016-1079.

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Purpose The purpose of this study is to explore the status and challenges of green human resource management practices in India, an under-researched area. Further, it proposes a theoretical framework to fill the identified gaps and build a sustainable organization. Design/methodology/approach Multimethod approach was used. The research was conducted in two phases. Archival research was conducted in the first phase, and a case study technique was employed in the second phase. In the first phase, an extensive literature review was carried out to gather insights on prevalent green human resource

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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.

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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

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Wielewska, Izabela, Marzena Kacprzak, Agnieszka Król, et al. "Green human resource management." Ekonomia i Środowisko - Economics and Environment 83, no. 4 (2023): 276–302. http://dx.doi.org/10.34659/eis.2022.83.4.496.

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Green human resource management means taking action and shaping and promoting pro-ecological attitudes in the working environment. The purpose of this study is to investigate the role of green Human Resource Management (HRM) and green corporate policies in environmental sustainability. Research in this area was carried out among 346 employees employed in enterprises from various industries in Poland in 2021. An online questionnaire was used in the study. The obtained results were subjected to statistical analysis; a logistic regression model was applied using the Statistica computer package. T

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Susita, Dewi, and Jatmiko Murdiono. "Green Human Resource: a New Perspective Green Recruitment, Employee Workplace Green Behavior and Green Training (Study Literature Review)." Greenation International Journal of Law and Social Sciences 2, no. 4 (2024): 227–39. https://doi.org/10.38035/gijlss.v2i4.296.

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This literature research aims to help future authors determine human resource management research. Green human resources research articles: new perspectives on green recruitment, green workplace behavior, and green training are scientific literature articles within the scope of human resource management. The approach used in this literature review research is descriptive qualitative. The data collection technique uses literature studies or reviews relevant previous articles. The data used in this descriptive qualitative approach comes from previous research that is relevant to this research an

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Nguyen, Duc Dung, and Huu Huynh Nguyen. "Green Human Resources Management: Review from Theory to Empirical Research." Journal of Economic and Banking Studies 4, no. 1 (2024): 49–63. http://dx.doi.org/10.59276/jebs.2024.06.2615.

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This study aims to provide a comprehensive understanding of green human resource management by examining, analyzing, and synthesizing findings from 109 empirical studies conducted worldwide. These studies were pub lished between 2017 and July 2023. The findings of this study revealed that the examination of green human resource management predominantly revolves around two perspectives: business assessment and employee assessment. When viewed from a business perspective, research in green human resource management encompasses the following categories of factors: (i) Environmental impact; (ii) B

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Wahyuni, Sri, Mafizatun Nurhayati, Tri Hadi Sulistyanto, and Asti Marlina. "Achieving Green Performance through Green Human Resources Management, Green Knowledge Management and Green Competency." International Journal of Applied Management and Business 1, no. 2 (2023): 81–94. http://dx.doi.org/10.54099/ijamb.v1i2.709.

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Objectives: This study will look at how green performance in the healthcare sector is affected by green human resources management (GHRM), green knowledge management (GKM), and green competency (GC). Methodology: Employees that work for a hospital group in the Jakarta area make up the study's population. A total of 100 respondents participated in this study. Partial Least Squares- Structural Equation (PLS-SEM) model used for analyze the data. Finding: This paper demonstrated a link between green performance in the healthcare sector in Jakarta and green human resources management, green knowled

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LENNY, CHRISTINA NAWANGSARI, PERMANA DUDI, and ABDUL HALIM HASLIZA. "PROMOTING EMPLOYEE GREEN BEHAVIOR THROUGH GREEN KNOWLEDGE MANAGEMENT, GREEN INNOVATION & GREEN COMMITMENT FOR CORPORATE SUSTAINABILITY." Seybold Report Journal 18, no. 08 (2023): 980–93. https://doi.org/10.5281/zenodo.8296991.

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Currently the Company has an obligation in operational governance for the continuity of its business by implementing green management. With this paradigm shift, companies must play a proactive role in preserving the environment in a sustainable manner. For this reason, there is a need for synergy between human efforts to manage survival (profit) optimally, while maintaining environmental sustainability (planet) and human welfare as a whole. This study aims to analyze the influence of Green Knowledge Management, Green Innovation, Green Commitment, Green Perceived Organizational Support on Emplo

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LENNY, CHRISTINA NAWANGSARI, SISWANTI INDRA, HENDRI PRASETYO JOHAN, SETYO RIANTO REISHA, and FERRY CAHAYA YOHANES. "PROMOTING SUSTAINABLE EMPLOYEE PERFORMANCE THROUGH GREEN HUMAN RESOURCES MANAGEMENT & GREEN BEHAVIOUR." Seybold Report Journal 18, no. 09 (2023): 16–29. https://doi.org/10.5281/zenodo.8351013.

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<strong>Abstract</strong> Currently, the millennial generation is starting to dominate the work force which is expected to be a pioneer driving companies to implement more green behavior. This Study examines the influence Green Human Resources management, Green Commitment and Green behavior to Sustainable Employee Performance. SmartPLS 3 software was used to analyses the relationship form 150 valid responses. The finding of our study shows that Green Commitment can moderate the influence of Green behavior to Sustainable Employee Performance. Green Training and Green Compensation have an effect

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Ngadi, Nur Wening, and Sri Handayani. "Pengaruh Green Human Resource Management dan Green Organizational Culture terhadap Employee Green Behavior." Jurnal Rimba : Riset Ilmu manajemen Bisnis dan Akuntansi 2, no. 4 (2024): 106–22. http://dx.doi.org/10.61132/rimba.v2i4.1336.

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This research aims to analyze the influence of green human resource management on employee green behavior. The method used in sampling was a simple random sampling technique of 105 respondents. Primary data collection was carried out using a questionnaire method which had been tested for validity and reliability. The analysis in this research uses the path analysis method. The results of data analysis show that there is a direct influence and an indirect influence. Green human resource management has a direct and significant effect on employee green behavior, besides that, green human resource

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LENNY, CHRISTINA NAWANGSARI, SISWANTI INDRA, and MOHD YUSOFF YUSLIZA. "HOW DO EMPLOYEE GREEN BEHAVIOR INCREASING EMPLOYE SUSTAINABLE PERFORMANCE?" Seybold Report Journal 18, no. 08 (2023): 962–79. https://doi.org/10.5281/zenodo.8296961.

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<strong>Abstract</strong> Employee Green Behavior is very important in creating sustainable employee performance. Organizational employees are expected to be more responsible in increasing their role and environmental awareness. Employee are expected to contribute significantly to creating business sustainability through green-conscious behavior. This study aims to analyze the influence of Green Human Resources, Green Knowledge Management and Green organizational Culture on Employee Green Behavior and their implications for Employee Sustainable Performance in Indonesia & Malaysia. This res

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Bootle, Sandi. ""The Greens" and "Green Fire"." Pacific Conservation Biology 3, no. 4 (1997): 403. http://dx.doi.org/10.1071/pc980403.

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"The Greens", written by Bob Brown and Peter Singer introduces the Greens to a wide audience. Both authors were Green candidates for the Australian Senate at the time of writing. Bob Brown is one of the founders of the Australian Greens. As director of the Tasmanian Wilderness Society, he led the campaign that saved the Franklin River from impoundment for a hydroelectric scheme, and was a member of the Tasmanian parliament from 1983?93. Brown was voted Australian of the Year in 1993 by The Australian newspaper, and in 1990 won the prestigious Goldman Environmental Prize. Peter Singer is Austra

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Khaira, Simranjeet Kaur. "Green Human Resource Management: A Review." Journal of Human Resource Management Perspectives 8, no. 1 (2023): 45–56. https://doi.org/10.4038/jhrmp.v8i1.18.

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In the past few years, an increase in environmental issues are a major concern. These concerns impact industries and businesses and pressurise them to develop and adopt green practices and policies that will lead to achieve the organisational goals without harming the environment. Green Human Resource Management is one of the most attracted topics for academician and researchers. Green human resource management plays a major role in the organisation. The five green practices in green human resource management are green job analysis and design, green recruitment and selection, green performance

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Ajizah, Nur, Zulfina Adriani, and Besse Wediawati. "Peran Employee Green Behavior Dalam Memediasi Green Human Resource Management Terhadap Employee Green Perfomance." Jurnal Ilmiah Global Education 6, no. 2 (2025): 681–94. https://doi.org/10.55681/jige.v6i2.3777.

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This study aims to analyze the influence of green human resource management on employee green behavior and employee green performance, as well as to explore the mediating role of employee green behavior in the relationship between green human resource management and employee green performance. The research employed a quantitative approach using a survey method, with questionnaires distributed to 90 employees at the Environmental Agency of Jambi Province. The collected data were analyzed using the Partial Least Squares (PLS) method with the help of SmartPLS software. The research results indica

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Setyanti, Sri Wahyu Lelly Hana, and Diah Yulisetiarini. "Green human resource management and green creativity: Examining the role of green motivation in human resource management strategy." International Journal of Management and Sustainability 14, no. 2 (2025): 334–54. https://doi.org/10.18488/11.v14i2.4188.

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This study examines the influence of green Human Resource Management (HRM) practices on green creativity within Indonesia's banking sector, with a specific focus on the mediating role of green motivation in HRM strategy. Employing a quantitative approach, the research utilizes SmartPLS 3.0 software and Partial Least Squares Structural Equation Modeling (PLS-SEM) to test the proposed hypotheses and assess the indirect effect of green HRM on green creativity via green motivation. Data was collected from 200 banking sector employees using quota sampling. The results demonstrate that green HRM str

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Novianto, Irfan, and Bambang Hadi Prabowo. "Green Human Resource Management, Employment and Social Corporate Responsibility in Asia." SPLASH Magz 1, no. 2 (2021): 17–20. http://dx.doi.org/10.54204/splashmagzvol1no2pp17to20.

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This study aims to investigate the quality level of green human resource management, employment and corporate social responsibility in Asia. Collecting data in this study using interviews with 200 employees in 12 multi-national companies in Asia by random sampling using the LinkedIn application then quantifying for regression using the autoregression moving average model. The interview aims to extract data in the form of quality levels of green human resource management, employment and corporate social responsibility. We find that there is a positive relationship between corporate social respo

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Alfian Nugroho, Muhammad, and Tiarapuspa Tiarapuspa. "Pengaruh Green Culture, Green Transformational Leadership , Green Human Resource Management Terhadap Green Organizational Citizenship Behavior." ETNIK: Jurnal Ekonomi dan Teknik 2, no. 4 (2023): 350–59. http://dx.doi.org/10.54543/etnik.v2i4.182.

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The aim of this research is to analyze the effect of green culture, green transformational leadership, green human resource management on green organizational citizenship behavior among employees of PT. Rita Ritelindo in Cilacap. Data were collected from two hundred and fifty one employees of PT. Rita Ritelindo in Cilacap with the data collection technique used was purposive sampling. The hypothesis test used in this research is Structural Equation Modeling (SEM) analysis. The results of testing the hypothesis in this study indicate that there is a positive effect of green culture, green trans

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Zamzamy, Muhammad Virdaus, and Tatik Suryani. "Peran Green Human Resource Management Terhadap Green Service Behavior Dengan Green Psychological Climate Sebagai Pemediasi." Jurnal Manajerial 11, no. 01 (2024): 63. http://dx.doi.org/10.30587/jurnalmanajerial.v11i01.6464.

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Background- Recently, societies are more concerned about green service behavior and green management for supporting sustainable development. Less research in Indonesia focused on that area even though the government has pushed company to implement eco-management for delivering service. This study aims to examine the effect of Green Human Resource Management on green service and to know farther the role of Green Psychological Climate as the mediator of Green Human Resource Management on Green Service (intra role and extra-role Green Service). Aim- This study aims to examine the effect of Green

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Dwi Putri Rejeki and Made Surya Putra. "Does green organizational identity mediate green human resource management on employee green behavior?" World Journal of Advanced Research and Reviews 21, no. 1 (2024): 710–20. http://dx.doi.org/10.30574/wjarr.2024.21.1.0077.

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This study aims to analyze and explain the mediating role of green organizational identity on the influence of green human resource management on employee green behavior. This research was conducted at PT Yoga Barn. The population in this study amounted to 95 people. The number of samples used was 95 employees, using the non-probability sampling census method. Data collection was obtained through questionnaires and interviews. The analysis technique used is descriptive statistical analysis and inferential statistical analysis. The data were analyzed with a Structural Equation Model (SEM) with

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Amer, Sohail, Haider Sultan Ali, Ashraf Adnan, and Ilyas Usama. "Nurturing Green Mindsets Investigating Organizational Support in Human Resource Management for Environmental Behavior Enhancement." International Journal of Multicultural Education (IJME) 26, no. 3 (2024): 1–17. https://doi.org/10.5281/zenodo.14584113.

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This study investigates the mediation effect of green perceived organizational support on the relationship between green human resource management practices and employee environmental behavior in small and medium-sized enterprises in Pakistan. Data from 373 top management personnel were collected through questionnaires and analysed using structural equation modeling with SPSS and AMOS. The results demonstrate that green human resource management practices significantly influence in-role green behavior, extra-role green behavior, green innovative work behavior, and green knowledge-sharing behav

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B., Praveen. "Green Human Resource Management (GHRM)." GBS Impact: Journal of Multi Disciplinary Research 9, no. 1 (2023): 118–23. http://dx.doi.org/10.58419/gbs.v9i1.912312.

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G., Dr Kumar, Dr Anbu A., and Saranya J. "The Study on Impact of Green HRM Practices on Organization Sustainability from Employee Perspective with Special Reference to Automotive Industries in Chennai." Webology 19, no. 1 (2022): 4979–89. http://dx.doi.org/10.14704/web/v19i1/web19334.

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Organizational Sustainability means, to be sustainable the organization has to maintain the capability and to increase the profitability, performance, improve employees and as well as customer satisfaction. The need of the paper is to study the GHRM (Green Human Resources Management) practice factors like Green HR Planning, Green job Design and Analysis, Green Recruitment and Selection, Greek Employee Relations, Green Training practices impact on Organizational Sustainability from employee perspective with special reference to automotive industries in Chennai. The descriptive type research met

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Yong, Jing Yi, and Yusliza Mohd-Yusoff. "Studying the influence of strategic human resource competencies on the adoption of green human resource management practices." Industrial and Commercial Training 48, no. 8 (2016): 416–22. http://dx.doi.org/10.1108/ict-03-2016-0017.

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Purpose The purpose of this paper is to examine the influence of strategic human resource (HR) competencies of HR professionals on the adoption of green human resource management (HRM) practices. Design/methodology/approach A quantitative research approach using survey was employed to get insights from 87 HR professionals from Malaysian manufacturing and service companies. Findings The findings revealed that only strategic positioner and change champion are significantly related to green HRM practices. Specifically, strategic positioner associates positively with all green HRM practices includ

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Munawar, Sidra, Dr Hummaira Qudsia Yousaf, Muneeb Ahmed, and Dr Sumaira Rehman. "Effects of green human resource management on green innovation through green human capital, environmental knowledge, and managerial environmental concern." Journal of Hospitality and Tourism Management 52 (September 2022): 141–50. http://dx.doi.org/10.1016/j.jhtm.2022.06.009.

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Suwandana, I. Made Adi, I. Made Endra Kartika Yudha, and Putu Gede Denny Herlambang. "Green Capital and Green HRM: Badung Timber MSME Strategy." International Journal of Accounting and Economics Studies 12, no. 2 (2025): 464–72. https://doi.org/10.14419/c9g6sb86.

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Through the lens of green structural capital, green relational ‎capital, and green human capital, this study examines the ‎relationship between green HRM and competitive advantage ‎among SMEs in the wood industry of Badung Regency. An analytical approach employed in this quantitative analysis is structural equation modeling (SEM). In total, 267 wood SMEs ‎participated in the research, with 251 classified as "small players" ‎and 16 as "medium companies". The study found that green ‎human, structural, and relational capital can help a company gain ‎a competitive advantage. There are several adva

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Thatcher, Andrew, and Karen Milner. "Green Ergonomics and Green Buildings." Ergonomics in Design: The Quarterly of Human Factors Applications 22, no. 2 (2014): 5–12. http://dx.doi.org/10.1177/1064804613516760.

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In this article, we explore the individual and organizational outcomes associated with a move from traditional buildings to three green buildings. Our findings revealed that high-level organizational measures were not notably affected by the move. Changes were, however, seen in physical well-being and perceived environmental comfort. The primary drivers were air quality and lighting. The need to consider human factors/ergonomics in green building design has been recognized by the Green Building Council of South Africa as an industry standard and as the starting point for the development of an

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Parida, Subhadarsini, Subramaniam Ananthram, Christopher Chan, and Kerry Brown. "Green office buildings and sustainability: Does green human resource management elicit green behaviors?" Journal of Cleaner Production 329 (December 2021): 129764. http://dx.doi.org/10.1016/j.jclepro.2021.129764.

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Wijayanti, Rosalina, and Misbahuddin Azzuhri. "PENGARUH GREEN HUMAN RESOURCE MANAGEMENT DAN GREEN TRANSFORMATIONAL LEADERSHIP TERHADAP EMPLOYEE GREEN BEHAVIOR." Jurnal Kewirausahaan dan Inovasi 3, no. 2 (2024): 353–65. http://dx.doi.org/10.21776/jki.2024.03.2.02.

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The objective of this research is to assess and explain the effects of (1) Green Recruitment and Selections on Employee Green Behavior, (2) Green Training and Development on Employee Green Behavior, (3) Employee Green Involvement on Employee Green Behavior, and (4) Green Transformational Leadership on Employee Green Behavior in the context of Grand Ranggonang Sekayu hotel. Using saturated sampling, 51 employees of the hotel were selected as the respondents of this quantitative explanatory study. The results of the multiple linear regression suggest that (1) Green Recruitment and Selections pos

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Khan, Muhammad Hamza. "influence of green HRM practices and green knowledge sharing on green service behaviors." Inverge Journal of Social Sciences 2, no. 2 (2023): 176–93. https://doi.org/10.63544/ijss.v2i2.40.

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Purpose: The aim of this study is to investigate the relationship between green knowledge sharing and green human resource management on green service behaviors in banks. Design/Methodology/Approach: Partial least-squares analysis is used to examine the opinions of 102 frontline bank workers in Pakistan. Research Limitations/Implications: Because this study focuses on the attitudes among employees of private commercial banking organizations, its conclusions cannot be generalized to all other service organizations in Pakistan. Practical Implication: This research shows that green human resource

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Aisyah, Ratnasari, Sapari Kahpi Heri, and Shinta Wulandari Septantri. "Green Human and Operational Capital on Operational Efficiency: The Role of Green Intellectual Capital." International Journal of Current Science Research and Review 06, no. 07 (2023): 4957–67. https://doi.org/10.5281/zenodo.8176430.

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Abstract : This study investigates the relationship between green human capital, green operational capital, green intellectual capital, and organisational operational efficiency. It also investigates the function of green intellectual capital in moderating these interactions. Green human capital relates to individuals’ environmental knowledge and abilities, whereas green operational capital refers to the physical resources and technologies that support sustainable operations. Green intellectual capital refers to an organisation’s collective environmental knowledge, innovative think

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Sihombing, Patuan Belt Sazar, and Etty Murwaningsari. "Pengaruh Green Relational Capital, Green Structural Capital, And Green Human Capital Terhadap Kinerja Perusahaan." Owner 7, no. 1 (2022): 280–92. http://dx.doi.org/10.33395/owner.v7i1.1246.

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The purpose of this research is to evaluate how green relational, structural, and human capital impact corporate performance, with leverage functioning as a moderator. The annual and sustainability reports from non-financial enterprises listed on the IDX in 2020–2021 are among the unbalanced data utilized in this analysis. The website of the Indonesian Stock Exchange (IDX) supplied the information for this research. Predictions suggest that 131 non-financial enterprises will list in 2020 and 238 in 2021. The sample, which was constructed from discoveries that fit the criteria, contained 334 co

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Alvin, Zamzami, Rahman Hafiz, and Pujani Vera. "The Influence of Environmental Orientation and Green Human Resource Management on Green Competitive Advantage Mediated by Green Innovation Case Study in the Hotel Industry in Padang City." Journal of Economics, Finance And Management Studies 07, no. 06 (2024): 3249–63. https://doi.org/10.5281/zenodo.11569602.

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This research aims to analyze The influence of environmental orientation and green human resource management on green competitive advantage mediated by green innovation, case study in the hotel industry in Padang City. The type of research used in this research is explanatory research, with the research method being an explanatory survey which prioritizes quantitative methods. The population is owners, employees at manager, director or CEO level or strategic managerial positions in the hotel industry in Padang City. Based on data on the number of Hospitality Accommodation (Units) for the 2022

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Kumari Kapil Kathuria, Nisha. "Conceptual Framework of Green Human Resource Management (GHRM) for Corporate Sustainability." International Journal of Science and Research (IJSR) 13, no. 4 (2024): 1558–65. http://dx.doi.org/10.21275/sr24423124037.

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Mtembu, Vuyokazi. "Does having knowledge of green human resource management practices influence its implementation within organizations?" Problems and Perspectives in Management 17, no. 2 (2019): 267–76. http://dx.doi.org/10.21511/ppm.17(2).2019.20.

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Sustainability and green practices are in the frontline of issues organizations globally are concerned about because of the consequences of climate change and its challenges. The objective and key question of this study was to determine whether there is a relationship between knowledge of green human resource management (HRM) practices and its implementation within the organizations. The study followed a methodology of triangulated empirical research approach with a combined method of qualitative and quantitative research approaches. Human resource practitioners from human resource divisions i

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Diva Awatara, I. Gusti Putu, Linda Nur Susila, and Endang Saryanti. "Green Innovation, Green Supply Chain Management, Green Intellectual Capital and Green Human Resources Management Toward Environmental Performance." International Journal of Economics, Business and Management Research 09, no. 01 (2025): 32–44. https://doi.org/10.51505/ijebmr.2025.9103.

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This research aims to analyze the role of green innovation, green supply chain management, green intellectual capital and green human resources management on environmental performance. This research includes survey research conducted on company employees in Central Java. The population in this study were company employees in Central Java. The sampling method used by researchers is purposive sampling, namely sampling with the aim of because the respondents sampled are employees who work in companies that apply environmentally friendly principles, so the total sample in this study is 150 employe

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Mohammed Yonis, Ghada. "Human Factors of Green Architecture Green Building of Nikken Sekkei." AL-Rafdain Engineering Journal (AREJ) 19, no. 4 (2011): 99–122. http://dx.doi.org/10.33899/rengj.2011.26784.

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Kania, Dewi. "Green human resource management and green behavior: Mediating work engagement." International Journal of Applied Finance and Business Studies 12, no. 1 (2024): 19–27. http://dx.doi.org/10.35335/ijafibs.v12i1.275.

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Today’s eco-friendly practices have become a particular concern in the business environment. This study aimed to test and analyze how GHRM can affect green behavior mediated by work engagement. This study used quantitative research methods with a PLS-SEM-based causality approach. The sample in this study was 82 respondents at PT. Nikomas is resplendent. The results of this study partially show that GHRM had a significant influence on green behavior; GHRM has a positive and significant effect on work engagement; work engagement produces a positive and significant influence on green behavior, wh

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Yong, Jing Yi, M.-Y. Yusliza, T. Ramayah, and Olawole Fawehinmi. "Nexus between green intellectual capital and green human resource management." Journal of Cleaner Production 215 (April 2019): 364–74. http://dx.doi.org/10.1016/j.jclepro.2018.12.306.

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Suppakittpaisarn, Pongsakorn, Xiangrong Jiang, and William C. Sullivan. "Green Infrastructure, Green Stormwater Infrastructure, and Human Health: A Review." Current Landscape Ecology Reports 2, no. 4 (2017): 96–110. http://dx.doi.org/10.1007/s40823-017-0028-y.

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Abdelwahed, Nadia Abdelhamid Abdelmegeed, and Muhammad Sufyan Ramish. "Green human resource management strategy, green culture, and operational performance." Corporate and Business Strategy Review 6, no. 1, special issue (2025): 339–48. https://doi.org/10.22495/cbsrv6i1siart10.

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In the present era, developing green human resource management (HRM) practices, green culture (GC), and operational performance (OP) have become significant challenges for various organizations, including the health sector. The current paper explores the role of green HRM in enhancing OP and GC. The study also confirms the mediating position of GC between green HRM and OP. The quantitative analysis collected 296 cross-sectional cases from employees in the Egyptian health sector. The researchers applied an online survey questionnaire to reach out to the respondents. Using SmartPLS 4 software, t

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Tu, Yulong, Qiyan Xiao, Zhiying Liu, and Siying Yin. "Driving Green Development in Manufacturing Enterprises: Green Human Resource Management." Scholars Journal of Economics, Business and Management 11, no. 12 (2024): 404–12. https://doi.org/10.36347/sjebm.2024.v11i12.004.

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As global environmental issues become increasingly serious and public awareness of environmental protection rises, the manufacturing sector—one of the largest contributors to energy consumption and pollution—urgently needs to adopt greener practices. Green human resource management (GHRM) has emerged as a crucial strategy to facilitate this transformation within manufacturing enterprises. This paper emphasizes the importance of various aspects of GHRM, including recruitment and selection, green training, development, green performance management, and green reward practices. It outlines the rel

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