THE ROLE OF GREEN HUMAN RESOURCE MANAGEMENT – AN ASSESSMENT
DOI:
https://doi.org/10.29121/shodhkosh.v5.i4.2024.1868Keywords:
Green HRM Practices, Green HRM, Organizations, PRISMAAbstract [English]
Purpose- Green human resource management (HRM) aims to influence employee behavior so businesses can meet their environmental objectives. Businesses can apply the Green HRM idea to every HRM function. This paper reviews 18 Scopus-indexed articles to highlight how Green HRM is integrated into various HRM tasks and to examine the impacts that Green HRM offers to individuals and different organizations.
Methodology—This study utilized the PRISMA flowchart to examine the effects of green HRM on individuals and organizations. In order to analyze the secondary data, a TCCM approach is used, which allows the researchers to obtain comprehensive and insightful information.
Findings—The outcomes showed that the organization as a whole and individual employees benefited from the adoption of Green HRM. Enhancing resource efficiency, building a favorable company image, and improving economic and environmental performance were some of the benefits of implementing Green HRM at the organizational level.Additionally, it produced an eco-friendly workplace culture and atmosphere within the firm.
Originality/Value- The study deepens our understanding of green human resource management (HRM) practices. Green HRM approaches, such as green performance management, positively and significantly impact employees' pro-environmental views, encouraging green actions in organizations.
References
Aguinis, H., &Glavas, A. (2012). What we know and don’t know about corporate social responsibility: a review and research agenda. Journal of Management, 38(4), 932–968. DOI: https://doi.org/10.1177/0149206311436079
Alhadid, A. Y., & A. H. Abu-Rumman. (2014). The impact of green innovation on organizational performance, environmental management behavior as a moderate variable: an analytical study on nuqul group in Jordan. International Journal of Business and Management, 9(7), 51–58. DOI: https://doi.org/10.5539/ijbm.v9n7p51
Aykan, E. (2017). Gaining a competitive advantage through green human resource management. In Corporate governance and strategic decision making. Intech Open. DOI: https://doi.org/10.5772/intechopen.69703
Chams, N., & García-Blandón, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation, and Recycling, 141 (February), 109–122. DOI: https://doi.org/10.1016/j.resconrec.2018.10.006
Cherian, J. P., & Jacob, J. (2012). A Study of Green HR practices and its effective implementation in the organization: a review. International Journal of Business and Management, 7(21), 1–15. DOI: https://doi.org/10.5539/ijbm.v7n21p25
Davis, M.C., Unsworth, K.L., Russell, S.V. and Galvan, J.J. (2020), “Can green behaviors really be increased for all employees? Trade-offs for ‘deep greens’ in a goal-oriented green human resource management intervention”, Business Strategy and the Environment, Vol. 29 No. 2, pp. 335-346. DOI: https://doi.org/10.1002/bse.2367
Dumont, J., Shen, J., & Deng, X. (2017). Effects of green HRM practices on employee workplace green behavior: The role of psychological green climate and employee green values. Human Resource Management, 56 (4), 613–627. DOI: https://doi.org/10.1002/hrm.21792
Florida, R., & Davison, D. (2001). Gaining from green management: environmental management systems inside and outside the factory. California Management Review, 43(3), 64–84. DOI: https://doi.org/10.2307/41166089
Grover, P., Kar, A. K., & Dwivedi, Y. (2022). The evolution of social media influence: A literature review and research agenda. International Journal of Information Management Data Insights, 2(2), 100116. DOI: https://doi.org/10.1016/j.jjimei.2022.100116
Mehta, K., & Pawan K. Ch. (2015). Green HRM in pursuit of environmentally sustainable business. Universal Journal of Industrial and Business Management, 3(3), 74–81. DOI: https://doi.org/10.13189/ujibm.2015.030302
Moher, D., Liberati, A., Tetzlaff, J., Altman, D.G. and Prisma Group, 2010. Preferred reporting items for systematic reviews and meta-analyses: the PRISMA statement. International journal of surgery, 8(5), pp.336-341. DOI: https://doi.org/10.1016/j.ijsu.2010.02.007
Ojo, A. O., & Raman, M. (2019). Role of Green HRM practices in employees’ pro-environmental IT Practices. World Conference on Information Systems and Technologies, (678–688). Cham, Switzerland: Springer. DOI: https://doi.org/10.1007/978-3-030-16181-1_64
Ren, S., Tang, G., & Jackson, S. E. (2018). Green human resource management research in emergence: A review and future directions. Asia Pacific Journal of Management, 35(3), 769–803. DOI: https://doi.org/10.1007/s10490-017-9532-1
Renwick, D.W.S., Redman, T. and Maguire, S. (2013), “Green human resource management: a review and research agenda”, International Journal of Management Reviews, Vol. 15 No. 1, pp. 1-14. DOI: https://doi.org/10.1111/j.1468-2370.2011.00328.x
Saeed, B. B., Afsar, B., Hafeez, S., Khan, I., Tahir, M., & Afridi, M. A. (2019). Promoting employee's proenvironmental behavior through green human resource management practices. Corporate Social Responsibility and Environmental Management, 26(2), 424–438. DOI: https://doi.org/10.1002/csr.1694
Suharti, L., &Sugiarto, A. (2020). A qualitative study OF Green HRM practices and their benefits in the organization: An Indonesian company experience. Business: Theory and Practice, 21(1), 200-211. DOI: https://doi.org/10.3846/btp.2020.11386
Tang, G., Chen, Y., Jiang, Y., Paille, P., & Jia, J. (2018). Green human resource management practices: Scale development and validity. Asia Pacific Journal of Human Resources, 56(1), 31–55. DOI: https://doi.org/10.1111/1744-7941.12147
Tranfield, D., Denyer, D. and Smart, P., 2003. Towards a methodology for developing evidence‐informed management knowledge by means of systematic review. British journal of management, 14(3), pp.207-222. DOI: https://doi.org/10.1111/1467-8551.00375
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2024 Anuja Yadav, Dr. Lokesh Jindal, Rajanikant Verma, Komal Vishwakarma
This work is licensed under a Creative Commons Attribution 4.0 International License.
With the licence CC-BY, authors retain the copyright, allowing anyone to download, reuse, re-print, modify, distribute, and/or copy their contribution. The work must be properly attributed to its author.
It is not necessary to ask for further permission from the author or journal board.
This journal provides immediate open access to its content on the principle that making research freely available to the public supports a greater global exchange of knowledge.
