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Journal articles on the topic 'Organizational Behavior and Human Resource Management'

Author: Grafiati

Published: 9 July 2021

Last updated: 29 July 2025

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1

Gebretsadik Estifo, Zelalem, Luo Fan, and Naveed Ahmad Faraz. "Effect of Employee Oriented Human Resource Management Practices on Counterproductive Work Behaviors." INTERNATIONAL JOURNAL OF INNOVATION AND ECONOMIC DEVELOPMENT 5, no. 2 (2019): 23–41. http://dx.doi.org/10.18775/ijied.1849-7551-7020.2015.52.2002.

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This research investigated the link between employee-orientated human resource management (EOHRM) counterproductive work behaviors targeted at individual members and organization in Ethiopia. Relaying on social exchange theory, organizational support theory, signaling theory, and relevant literature we examined how employee-oriented HRM practice affects counterproductive work behaviors by using perceived organizational support as a mediator. Data had been obtained from 555 workers and 150 supervisors from eight companies in Ethiopia. Partial least squares structural equation modeling (PLS-SEM)

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Xiang, Ling, and Yi-Chun Yang. "Factors influencing green organizational citizenship behavior." Social Behavior and Personality: an international journal 48, no. 9 (2020): 1–12. http://dx.doi.org/10.2224/sbp.8754.

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We examined the relationships between green human resource management practices, organizational identification, and green citizenship behaviors in the hotel industry. Our framework comprised 5 dimensions of green human resource management practices: green recruitment, green training, green performance management, green reward, and green involvement. We predicted that each dimension would positively influence frontline employees' organizational identification, and, in turn, their green organizational citizenship behaviors of eco-initiatives, eco-civic engagement, and eco-helping. Participants w

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3

Ituriaga, Christian Angelo. "Green Human Resource Management and Organizational Citizenship." International Multidisciplinary Journal of Research for Innovation, Sustainability and Excellece (IMJRISE) 2, no. 1 (2025): 238–51. https://doi.org/10.5281/zenodo.14727830.

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<strong>Abstract:</strong> <strong> </strong> In today’s competitive business landscape, sustainability is paramount, particularly within the tourism sector where organizations must balance financial performance with environmental stewardship. This study investigates the implementation of Green Human Resource Management (GHRM) and Organizational Citizenship Behavior for the Environment (OCBE) among employees of a Filipino hotel chain in Western Visayas. Utilizing an explanatory sequential mixed methods design, the quantitative phase surveyed 41 employees to assess the extent of GHRM

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Alzghoul, Amro, Sahar Moh’d Abu Bakir, and Ghaith Abdulraheem Ali Alsheikh. "The interplay among human resource information systems, organizational citizenship behavior, and organizational success in Jordanian banks." Problems and Perspectives in Management 21, no. 1 (2023): 493–503. http://dx.doi.org/10.21511/ppm.21(1).2023.42.

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The objective of this study is to investigate the impact of human resource information systems on organizational success and the moderating role of organizational citizenship behavior in the banking sector of Jordan. The study employed a quantitative-research method, using a stratified random sampling technique, to collect data from 141 employees working in the human resources departments of Jordanian banks. The simple regression results showed a significant positive impact of human resource information systems on organizational success, as indicated by a T-value of 4.195 at a significance lev

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Rabin, Bonnie R. "Book Review: Human Resources, Personnel, and Organizational Behavior: Personnel: Human Resource Management." ILR Review 40, no. 1 (1986): 144–45. http://dx.doi.org/10.1177/001979398604000133.

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Florin-Thuma, Beth. "Book Review: Human Resources, Personnel, and Organizational Behavior: Human Resource Accounting." ILR Review 42, no. 1 (1988): 131–32. http://dx.doi.org/10.1177/001979398804200119.

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7

Wang, Ruinan. "Investigating the Impact of Socially Responsible Human Resource Management on Employees' Organizational Citizenship Behavior." International Journal of Multidisciplinary Research and Growth Evaluation 4, no. 6 (2023): 718–37. http://dx.doi.org/10.54660/.ijmrge.2023.4.6.718-737.

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Socially responsible human resource (HR) management is a sustainable development-focused model that emphasizes stakeholder coordination and significantly influences a company's development. Employees voluntarily participate in corporate citizenship, which enhances the internal environment, enterprise functions, operational efficiency, and interpersonal relationships. Organizational citizenship behavior, carried out spontaneously by employees for the organization's benefit, reflects the company's attitude towards its employees and is closely tied to HR management. Thus, exploring HR management'

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Burack, Elmer H. "Book Review: Human Resources, Personnel, and Organizational Behavior: Strategy and Human Resource Management." ILR Review 45, no. 2 (1992): 395. http://dx.doi.org/10.1177/001979399204500228.

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Obeng, Hayford Asare, Richard Arhinful, Leviticus Mensah, and Dennis Affum Osei. "Investigating the influence of green human resource management practices on employee behavior and organizational commitment in Ghana’s tourism sector." Journal of Tourism Management Research 11, no. 1 (2024): 75–97. http://dx.doi.org/10.18488/31.v11i1.3775.

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This study investigates the influence of green human resource management practices on the environmentally conscious actions of employees in Ghana’s tourism sector. We collected data from 481 employees in selected hotels using a quantitative methodology through snowball sampling. We employed structural equation modelling in AMOS (Analysis of Moment Structures) version 23 for data analysis. The results revealed a statistically significant positive impact of green human resource management practices on in-role green behavior, extra-role green behavior, and green innovative work behavior. Addition

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Pasaribu, Fajar. "The Situational Leadership Behavior, Organizational Culture and Human Resources Management Strategy in Increasing Productivity of Private Training Institutions." Information Management and Business Review 7, no. 3 (2015): 65–79. http://dx.doi.org/10.22610/imbr.v7i3.1155.

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This study aims to analyze the relationship of situational leadership behavior with the organizational culture; the influence of situational leadership behavior and organizational culture on implementation of human resource management strategies; the effect of the implementation of the strategy of human resource management on productivity; the influence of situational leadership behavior, organizational culture and the implementation of human resource management strategies on the productivity of private vocational training institutes. While the type of research are descriptive and verificative

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Sun, Haiquan, Jinyu Liu, and Hang Chen. "Communication in Human Resource Management." Human Resources Management and Services 1, no. 1 (2018): 657. http://dx.doi.org/10.18282/hrms.v1i1.657.

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Communication is an important part of organizational management activities and management behavior. In human resource management, effective communication plays an extremely important role. Human resources as one of the most critical resources of enterprises, the effectiveness of management is directly related to the survival and development of enterprises. Communication is the process of communication and transmission of information, effective communication is an important magic weapon for each enterprise to gain competitive advantage and success. This paper summarizes the important position a

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Rehman, Khaliq Ur, Mário Nuno Mata, José Moleiro Martins, Sabita Mariam, João Xavier Rita, and Anabela Batista Correia. "SHRM Practices Employee and Organizational Resilient Behavior: Implications for Open Innovation." Journal of Open Innovation: Technology, Market, and Complexity 7, no. 2 (2021): 159. http://dx.doi.org/10.3390/joitmc7020159.

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The primary objective of this research is to investigate the role of strategic human resource management practices in developing resilient organizational behavior. This research aims to test the mediating function of individual resilient behavior between strategic human resources management practices and resilient organizational behavior. Data was collected from 780 managerial level employees working in small and medium Chinese enterprises in Hubei Province through a self-administrated questionnaire. The Smart partial least square structural equation modeling technique was used for data analys

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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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Rowland, Kendrith M. "Book Review: Human Resources, Personnel, and Organizational Behavior: Perspectives on Personnel/Human Resource Management." ILR Review 41, no. 3 (1988): 482–83. http://dx.doi.org/10.1177/001979398804100330.

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Becker, Brian E. "Book Review: Personnel, Human Resources, and Organizational Behavior: Human Resource Management: An Economic Approach." ILR Review 43, no. 5 (1990): 658–59. http://dx.doi.org/10.1177/001979399004300517.

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Pavlova, Anastasia, Hanna Salminen, and Malla Mattila. "GREEN HUMAN RESOURCE MANAGEMENT – AN EMPLOYEE PERSPECTIVE." EURASIAN JOURNAL OF SOCIAL SCIENCES 10, no. 2 (2022): 110–23. http://dx.doi.org/10.15604/ejss.2022.10.02.003.

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In recent years, green human resource management (GHRM) has attracted increasing interest among scholars and practitioners. This study explores employees’ perceptions regarding GHRM and their voluntary pro-environmental behavior in promoting GHRM in their employer organizations. Theoretically, the study builds upon the GHRM perspective and employees’ proenvironmental behavior literature. Empirically, the study utilizes 11 semi-structured interviews that were generated among employees in three different companies located in the Moscow metropolitan area in 2019. The study identifies three differ

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Pratidhina, Puti Harissa, and Indri Utami. "Organizational Behavior Analysis in the Context of Human Resource Management." Almana : Jurnal Manajemen dan Bisnis 7, no. 2 (2023): 415–20. http://dx.doi.org/10.36555/almana.v7i2.2328.

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The company is faced with the challenge of managing employees with diverse needs and motivations in a dynamic business environment. This article reviews the factors that affect employee performance through the work environment, job satisfaction, and commitment to the organization. This study aims to analyze organizational behavior in the context of human resource management at Unilever Companies. The case study was conducted by conducting interviews with some employees and managers at Unilever Companies. The results of the study show that employees at Unilever Companies experience high levels

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18

Zhang, Zhihua. "The HRM Model Based on Competency Model in the Context of New Age Intelligence." Wireless Communications and Mobile Computing 2023 (May 8, 2023): 1–13. http://dx.doi.org/10.1155/2023/6030183.

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In the new era of rapid technological development, new technologies are emerging: mobile positioning technology, face recognition technology, two-dimensional code technology, artificial intelligence technology, etc. In the trend of the times, these emerging technologies continue to penetrate into people’s daily life and influence their social habits. At present, the shadow of emerging technologies such as artificial intelligence has already appeared in human resource management and organizational behavior, and the application of these emerging technologies will certainly promote the change of

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19

Han, Hua, and Yi-Chun Yang. "What makes a green citizen in Taiwan's restaurant industry?" Social Behavior and Personality: an international journal 49, no. 7 (2021): 1–13. http://dx.doi.org/10.2224/sbp.10275.

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Generating employees' altruistic behaviors toward green activities is important. We sought to understand what factors influence green organizational citizenship behavior of employees in the restaurant industry in Taiwan by examining the relationships among green human resource management practices, employee commitment toward the environment, and green organizational citizenship behaviors. We used convenience sampling to collect data from 512 frontline staff of restaurant chains in Taiwan. Structural equation modeling was conducted to test our hypotheses, and the results show that five green hu

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Meyer, John P., and Christian Vandenberghe. "Division Editors, Organizational Behaviour/Human Resource Management." Canadian Journal of Administrative Sciences / Revue Canadienne des Sciences de l'Administration 24, no. 2 (2007): 78–79. http://dx.doi.org/10.1002/cjas.17.

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Ampol, Chayomchai. "Relationships between Organizational Culture, Organizational Commitment, and Organizational Citizenship Behavior." International Journal of Current Science Research and Review 07, no. 05 (2024): 2639–45. https://doi.org/10.5281/zenodo.11161498.

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Abstract : Organizations that are going to prosper and grow, particularly in the area of human resource management, must be able to recognize new opportunities in order to be ready for the future. The researcher is eager to look at the interactions between three important factors: organizational culture, organizational commitment, and organizational citizenship behavior, based on a survey of relevant literature. Organizational culture is the social glue that keeps workers united and fosters a feeling of community within the company. Previous research has shown that indicators of organizational

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22

Gist, Marilyn E. "Self-Efficacy: Implications for Organizational Behavior and Human Resource Management." Academy of Management Review 12, no. 3 (1987): 472. http://dx.doi.org/10.2307/258514.

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Gist, Marilyn E. "Self-Efficacy: Implications for Organizational Behavior and Human Resource Management." Academy of Management Review 12, no. 3 (1987): 472–85. http://dx.doi.org/10.5465/amr.1987.4306562.

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Coccia, Mario, and Secondo Rolfo. "Human Resource Management and Organizational Behavior of Public Research Institutions." International Journal of Public Administration 36, no. 4 (2013): 256–68. http://dx.doi.org/10.1080/01900692.2012.756889.

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Motowidlo, Stephan J., and Walter C. Borman. "Contextual Performance and Organizational Citizenship Behavior in Human Resource Management." Human Resource Management Review 10, no. 1 (2000): 1–2. http://dx.doi.org/10.1016/s1053-4822(99)00035-2.

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26

Campion, Michael. "Book Review: Human Resources, Personnel, and Organizational Behavior: Human Resource Management in High Technology Firms." ILR Review 41, no. 3 (1988): 477–78. http://dx.doi.org/10.1177/001979398804100325.

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27

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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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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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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Xu, Haoyue. "Research on the influence of social responsibility oriented human resource management on employees' organizational citizenship behavior." International Journal of Multidisciplinary Research and Growth Evaluation 4, no. 3 (2023): 992–1013. http://dx.doi.org/10.54660/.ijmrge.2023.4.3.992-1013.

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Socially responsible HR is a human resource management model aiming at sustainable development, emphasizing the coordination of various stakeholders and having a significant impact on the development of the company. At the same time, corporate citizenship is also voluntarily participated by employees. It can maintain and improve the internal environment of the enterprise, enhance the functions of the enterprise, improve the operation efficiency of the enterprise, and maintain the good interpersonal relationship of the enterprise. The organizational citizenship behavior that employees spontaneo

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Sampene, Agyemang Kwasi, and John Wiredu. "Fostering a greener workplace: Assessing the impact of green human resource and low carbon behavior." Sustainable Economies 2, no. 4 (2024): 298. http://dx.doi.org/10.62617/se298.

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Businesses in China are embarking on a transformative agenda, as reflected in their environmental performance, which signals a strategic shift towards fostering sustainability initiatives in the workplace. Accordingly, the research explores how green human resource management, organizational commitment, and green innovation climate drive low-carbon behavior and environmental performance. The research gathered 580 responses from senior staff among Chinese small and medium-sized enterprises. The partial least square structural model was employed to assess the study hypothesis. Key study findings

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Gaafar, Hebatallah Ali, Yelha Elzek, and Bassam Samir Al-Romeedy. "The Effect of Green Human Resource Management on Green Organizational Behaviors: Evidence from Egyptian Travel Agencies." African Journal of Hospitality, Tourism and Leisure 10(4), no. 10(4) (2021): 1339–56. http://dx.doi.org/10.46222/ajhtl.19770720.166.

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The main aims of this study were to measure the influence of GHRM on green organizational behaviors (green employee empowerment, environmental organizational citizenship behavior, employee voice behavior, and environmental performance), and investigate the mediating role of the variables in the effect of GHRM on green organizational behaviors. We developed and tested a model that involves the effect of GHRM on green organizational behaviors and investigates their correlation to environmental performance. Data were gathered from 653 employees working in travel agencies in Egypt. Results reveale

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Shalini, Origanti. "Navigating Office Dynamics and Human Resource Management in Transforming Indian Workplace." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 08 (2024): 1–13. http://dx.doi.org/10.55041/ijsrem36973.

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The transforming Indian workplace, driven by globalization and technological advancements, presents unique challenges and opportunities in office dynamics and human resource management. This study explores the impact of cultural diversity, evolving employee expectations, and technological integration on organizational behavior and HR practices. By examining contemporary trends and case studies, the research highlights effective strategies for fostering a collaborative and inclusive work environment. The findings offer valuable insights for HR professionals and organizational leaders aiming to

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Khalid, Hafizatul Alina Mohd, Haryanni Harun, Azelin Mohamed Noor, and Hezlina Mohd Hashim. "Green Human Resource Management, Perceived Organizational Support and Organizational Citizenship Behavior towards Environment in Malaysian Petroleum Refineries." SHS Web of Conferences 124 (2021): 11001. http://dx.doi.org/10.1051/shsconf/202112411001.

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Organizational Citizenship Behavior towards Environment (OCBE) is a construct that is increasingly being studied to explain voluntary green behaviors by employees. Performance of OCBEs by employees has been associated with positive outcomes such as improved environmental sustainability of organizations. Hence, promoting more of these behaviors is important for organizations both from an environmental and corporate sustainability perspective. Several studies have examined the influence of Green Human Resource Management (Green HRM) and Perceived Organizational Support (POS) on Organizational Ci

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Lawler, Edward E. "From human resource management to organizational effectiveness." Human Resource Management 44, no. 2 (2005): 165–69. http://dx.doi.org/10.1002/hrm.20059.

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Nduru, Julian, and Sumiati Sumiati. "Pengaruh Green Human Resource Management terhadap Inovasi Ramah Lingkungan dalam Sistem Pelaporan Keberlanjutan, Dimediasi oleh Komitmen Organisasi." Accounting Information System, Taxes and Auditing Journal (AISTA Journal) 4, no. 1 (2025): 10–25. https://doi.org/10.30630/aista.v4i1.87.

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This study aims to examine the effect of organizational commitment mediating This study aims to examine the influence of Green Human Resource Management on Environmentally Friendly Innovation Behavior in the Mediation of Organizational Commitment at the Padang City Regional Financial and Asset Management Agency. The type of research used is quantitative research. The population of the study was all employees of the Padang City Regional Financial and Asset Management Agency taken as respondents totaling 63 people, with sampling using the total sampling method where the entire population will be

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Taufik, Nuryanti, Apip Supriadi, Gusti Tia Ardiani, and Dwi Hastuti Lestari Komarlina. "Enhancing Worker Productivity through the S-O-R Theory in Human Resource Management." Jurnal Manajemen Teori dan Terapan| Journal of Theory and Applied Management 18, no. 1 (2025): 115–35. https://doi.org/10.20473/jmtt.v18i1.63886.

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Objective: This paper examines the influence of empowering leadership on positive worker behavior and work productivity in various organizational settings. Design/Methods/Approach: This study used a survey-based quantitative design with a causal predictive approach. Partial least squares-structural equation modeling (PLS-SEM) analysis was conducted on a research sample of 268 employees from various profit and non-profit organizations. Respondents were at least 18 years old. Findings: The findings reveal that empowering leadership positively relates to creative, collaborative, and innovative be

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Ruijuan, Yang, Song Jiale, and Shi Chengli. "How to Motivate Engineering and Technical Personnel to Innovate? The Impact of Human Resource Management Strength on Employee Innovation Behavior." E3S Web of Conferences 253 (2021): 02087. http://dx.doi.org/10.1051/e3sconf/202125302087.

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Based on a survey of 611 engineering and technical personnel in Chinese manufacturing enterprises, this paper uses hierarchical regression analysis and structural equation model to examine the influence path of human resources management strength on employee innovation behavior. Further, the Bootstrap method was used to test the mediating effect. The results show that human resource management strength has a significant positive impact on employee innovation behavior and its two dimensions. Organizational atmosphere and employee psychological conditions play multiple mediating roles between hu

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Otoo, Frank Nana Kweku. "Human resource management (HRM) practices and organizational performance." Employee Relations: The International Journal 41, no. 5 (2019): 949–70. http://dx.doi.org/10.1108/er-02-2018-0053.

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Purpose The purpose of this paper is to examine the mediating role of employee competencies in the relationship between human resource management (HRM) practices and organizational performance. Design/methodology/approach An integrated research model was developed by combining principal factors from existing literature. Data were collected through questionnaire from 600 employees of the selected hotels. The validity of the model and hypotheses was tested using structural equation modeling. The reliability and validity of the dimensions are established through confirmatory factor analysis. Find

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P.G.W.M.G.T, Weerasooriya,, Rebecca, E, and Jawad, M. M. "Impact of Green Human Resource Management Practices on Organizational Citizenship Behavior: Job Satisfaction: The Study of ABC Manufacturing Company in Sri Lanka." International Journal of Research and Innovation in Social Science VIII, no. IX (2024): 2499–509. http://dx.doi.org/10.47772/ijriss.2024.8090207.

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Green Human Resource Management (GHRM) features environmental management with HR practices, with a focus on workplace sustainability, and environmental responsibility. This approach aims to foster a practice of concern for the environment and green practices among employees. Organizational Citizenship Behavior (OCB) is defined as voluntary, extra-role behaviors conducted by employees that enhance an organization’s success but are not part of their formal job responsibilities. These actions, such as supporting coworkers and being proactive, improve overall organizational effectiveness. This stu

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Scarpello, Vida. "Book Review: Human Resources, Personnel, and Organizational Behavior: Facilitating Technological Change: The Human Resource Challenge." ILR Review 42, no. 2 (1989): 307–8. http://dx.doi.org/10.1177/001979398904200223.

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Ling, Chao, and Fuangfa Amponstira. "Influence of Motivational Human Resource Management Practices on Employee Role Behavior." International Journal of Economics and Finance 13, no. 11 (2021): 66. http://dx.doi.org/10.5539/ijef.v13n11p66.

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Based on the perspective of social network, the study of motivational human resource management practice on employee behavior has far-reaching significance for theory and reality. This paper explores the relationship between the two dimensions of motivational human resource management practice and employee role behavior. Mainly use statistical software such as SPSS, AMOS, and HLM to conduct exploratory factor analysis, correlation analysis, regression analysis, and mediating effect analysis of data. It shows Motivational Human Resource Management Practices (MHRMP) is positively correlated with

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Ling, Chao, and Fuangfa Amponstira. "Influence of Motivational Human Resource Management Practices on Employee Role Behavior." International Journal of Economics and Finance 13, no. 11 (2021): 70. http://dx.doi.org/10.5539/ijef.v13n11p70.

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Based on the perspective of social network, the study of motivational human resource management practice on employee behavior has far-reaching significance for theory and reality. This paper explores the relationship between the two dimensions of motivational human resource management practice and employee role behavior. Mainly use statistical software such as SPSS, AMOS, and HLM to conduct exploratory factor analysis, correlation analysis, regression analysis, and mediating effect analysis of data. It shows Motivational Human Resource Management Practices (MHRMP) is positively correlated with

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Liu, Yonghan, Yufeng Zhang, Zichen Cui, Jiahui Zhang, Zihan Yang, and Zhihong Li. "Research on the Impact of gGreen Human Hesource Management on Employees' Organizational Citizenship Behavior of Internet Enterprises." Journal of Human Resource Management 12, no. 3 (2024): 62–73. http://dx.doi.org/10.11648/j.jhrm.20241203.12.

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In the context of the current era of sustainable development, green human resource management has become a hot topic of concern among enterprises. Green human resources are the driving force for the development of enterprises, and the strong initiative and creativity of employees can better serve the enterprise, promote the efficient, sustainable and healthy development of the enterprise, and promote the common progress of employees and the enterprise. In order to effectively promote the sustainable development of green human resources and expand the influence and effectiveness of green human

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Flores, Jelissa, Albim Y. Cabatingan, and Alexander Franco A. Delantar. "Green Human Resource Management, Organizational Citizenship Behavior Towards the Environment, And Business Sustainability among Selected Construction Companies in Cebu City, Philippines." International Journal of Multidisciplinary: Applied Business and Education Research 5, no. 1 (2024): 311–29. http://dx.doi.org/10.11594/ijmaber.05.01.28.

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This study investigated the correlation between Green Human Resource Management (GHRM), Organizational Citizenship Behavior towards the Environment (OCBE), and Business Sustainability among selected construction companies in Cebu City. The study utilized a descriptive-correlational-comparative approach with the participation of 102 heads and staff of selected construction companies in Cebu City. The selected statistical treatments showed a positive relationship among the three indicators, meaning they can significantly influence organizational performance and shape the organizational culture.

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Rynes, Sara. "Book Review: Human Resources, Personnel, and Organizational Behavior: Human Resources." ILR Review 40, no. 2 (1987): 302. http://dx.doi.org/10.1177/001979398704000228.

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Zeeshan, Muhammad, and Hafiz Hussnain Barkat Qazi. "Cultural Impact on Human Resource Management Practices in Pakistan." Bulletin of Business and Economics (BBE) 12, no. 4 (2023): 586–91. http://dx.doi.org/10.61506/01.00177.

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This study investigates the relationship between cultural norms and HRM strategies in Pakistan. It examines key cultural dimensions like power distance, collectivism, and gender roles, and their impact on HRM practices such as recruitment and performance management. Using both qualitative and quantitative methods, the research reveals how cultural practices influence organizational behavior, communication, and conflict resolution. It stresses the importance of cultural sensitivity and adaptation in HRM to align with organizational goals. Findings emphasize the need for tailored HRM approaches

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Rose, Kevin, Ann Herd, and Stephanie Palacio. "Organizational Citizenship Behavior." Advances in Developing Human Resources 19, no. 1 (2016): 14–24. http://dx.doi.org/10.1177/1523422316682734.

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The Problem Organizational citizenship behaviors (OCBs) are discretionary employee behaviors, such as helping fellow employees or voluntarily promoting the organization, that are important contributors to several aspects of performance in organizations. One of the defining aspects of OCBs is that these behaviors are offered freely by employees; they are engaged in voluntarily. However, for some employees, these kinds of behaviors may be considered expected or required as part of the employees in-role job prescriptions. This is the case with Soldiers in the United States Army. The Solution In t

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Vredenburgh, Donald, and Rita Shea-VanFossen. "Human Nature, Organizational Politics, and Human Resource Development." Human Resource Development Review 9, no. 1 (2009): 26–47. http://dx.doi.org/10.1177/1534484309343094.

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Pradhan, Gopal Man, and Prakash Shrestha. "Impact of Human Resource Management Practices on Organizational Citizenship Behavior in Nepalese Financial Institutions." Nepalese Journal of Management Research 2, no. 1 (2022): 12–19. http://dx.doi.org/10.3126/njmgtres.v2i1.48259.

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Human resource management (HRM) practices refer to all the activities necessary for manpower management of the organization. It is the process of acquisition, development, utilization, and maintenance of human resources in the organization for its long-term sustainability. The emergence of a liberal economy and globalization bring a rapid change in HRM practices and its impact on organizational citizenship behavior for improving organizational competitive strengths. At present human resources are said to be the human capital that can play a significant role in improving competitive advantage a

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