Digital technologies and green human resource management: Capabilities for GSCM adoption and enhanced performance

Trujillo-Gallego, Mariana; Sarache, William; Jabbour, Ana Beatriz Lopes de Sousa

doi:10.1016/j.ijpe.2022.108531

Cited by 58 publications

(19 citation statements)

References 119 publications

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“…OL is a multi-stage process with a focus on acquiring existing knowledge to take advantage of or use what has been learned (reductive logic), and assimilate new learning (feedforward). The benefits offered by green HRM (Subramanian & Suresh, 2022), are such as corporate environmental and social sustainability (Yasin et al, 2022), psychological green climate (Dumont et al, 2017), green innovation (Singh et al, 2020), and EP (Rehman et al, 2021;Trujillo-Gallego et al, 2022).…”

Section: Literature Reviewmentioning

confidence: 99%

“…In line with recent research that argues that the key organizational performance process is what and how resources are integrated and implemented(Camilleri, 2015). Trujillo‐Gallego et al (2022) demonstrate that organizations with a sound focus on environmental management and sustainable development programs are able to incorporate the knowledge resources in operational activities (Lu et al, 2022). Corporate responsibility and environmental management theoretically allow organizations to develop internal and external knowledge resources (Camilleri, 2022b).…”

Section: Theory and Hypothesismentioning

confidence: 99%

“…Previous research studies provide conflicting perspectives on green HRM and EP (Rehman et al, 2021). Research findings include the mediating mechanism between green HRM and EP, such as psychological green climate, organization culture (Roscoe et al, 2019), green operational practices (Trujillo‐Gallego et al, 2022), and green innovation (Rehman et al, 2021). The manufacturing industry faces sustainability and environmental challenges and struggles to develop learning capabilities (Rehman et al, 2021).…”

Section: Theory and Hypothesismentioning

confidence: 99%

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When and how the implementation of green human resource management and data‐driven culture to improve the firm sustainable environmental development?

Awan

Braathen

Hannola

2023

Sustainable Development

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The process by which manufacturing firms incorporate data-driven culture into existing routines and use them to generate organizational learning (OL) and improve sustainable environmental development is a central concern in the green management literature. For this, the study examines how and to what extent data-driven culture contributes to developing and integrating organizational learning capability (OLC) for environmental performance (EP). The analysis is informed by theory on a knowledge-based view and dynamic capabilities. We propose a conceptual model that examines the moderation-mediation impact of data-driven culture on green human resource management (HRM) and EP through OLC. We empirically test our model using primary survey data from 274 manufacturing enterprises in Pakistan.Partial least-square structural equation modeling and moderated-mediation regression analysis were used to assess the hypothesized correlations between the variables. The study implies that green HRM practices can facilitate OLC to achieve and gain high EP in contexts of rapid change. Further, the findings show that firms adopting a data-driven culture may have better EP. Having a robust data-driven culture makes organizations focus more on learning capability development that promotes increased EP. This research offers several significant contributions to green management literature and theory. Managers should promote green human resource strategies and the importance of data-driven culture for greening organizations. In today's data-rich and unpredictable world, these empirical studies provide relevant and practical advice for managers to implement data-driven culture to make shift and support sustainable development issues.

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Section: Literature Reviewmentioning

confidence: 99%

Section: Theory and Hypothesismentioning

confidence: 99%

Section: Theory and Hypothesismentioning

confidence: 99%

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When and how the implementation of green human resource management and data‐driven culture to improve the firm sustainable environmental development?

Awan

Braathen

Hannola

2023

Sustainable Development

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“…Industries benefit from implementing GSCM, leading to reduced production costs, efficient production and utilisation of raw materials, and enhanced company branding through environmentally friendly concepts [4]. GSCM activities aim to mitigate the environmental impact of production processes, such as saving raw materials, proper waste management, and recycling products and reusable raw materials [5].…”

Section: Introductionmentioning

confidence: 99%

Towards Sustainable Batik Production: A Green SCM Evaluation and Improvement Recommendations

Putri,

Agharli,

Wicaksana

et al. 2024

E3S Web of Conf.

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Kampung Batik Laweyan Solo in Central Java is a renowned center of batik industry in Indonesia. Companies there, including Batik Mahkota Laweyan, are involved in environmental issues throughout the supply chain, from raw material procurement to final production. Major challenges include direct waste disposal into rivers, excessive water usage, and inefficient use of synthetic dyes and waxes. This study aims to evaluate the performance and maturity of Green Supply Chain Management (GSCM) at Batik Mahkota Laweyan. Primary and secondary data were collected and analyzed using tools such as Green Supply Chain Operation Reference (GSCOR), Analytical Hierarchy Process (AHP), and Process Maturity Model (PMM). The research findings indicate a GSCM performance of 53.327 and a maturity level of 4.308. The company needs to improve three Key Performance Indicators (KPIs): electricity usage savings, efficient use of WWTP, and efficient water usage through recycling uncontaminated wash water. Thus, this study provides insights into how the batik industry can enhance environmental sustainability within its supply chain.

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“…The 21st century is a globalized era of market and information, and it is dominated by knowledge. In an environment under new economic conditions, the HRM in enterprises must make proper changes accordingly [1][2][3][4][5]. The latest in-formation technologies have greatly accelerated the digitalization progress of HRM and many useful techniques and tools have been developed for that purpose.…”

Section: Introductionmentioning

confidence: 99%

Risk Prediction of Digital Human Resource Management Based on Artificial Intelligence

2023

CIT. J. comput. inf. technol

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The latest information technologies have greatly accelerated the digitalization progress of Human Resource Management (HRM) and many useful techniques and tools have been developed for that purpose. However, in terms of risk management, effective enough tools and methods are still insufficient. Existing studies generally fail to give a turnkey solution to the operational risks in digital HRM system, and the macro measurement models are not suitable for dealing with the risks in the digital HRM system of each single enterprise. In view of these defects, this paper studied the prediction of risks in digital HRM systems based on Artificial Intelligence (AI). Firstly, the paper outlined the functions of a digital HRM system, defined the risk management mechanism of a HRM system, and built a conceptual model for it. Then, this paper proposed a novel method for predicting the risks in the digital HRM system, which innovatively integrates the digital HRM risk event chains with the risk event graph. After that, the paper elaborated on the structures and building principles of the risk event representation layer, risk event chain module, risk event graph module, and attention fusion module. At last, experimental results verified that the proposed model has obvious advantages in digital HRM risk prediction in terms of both stability and accuracy.

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Digital technologies and green human resource management: Capabilities for GSCM adoption and enhanced performance

Cited by 58 publications

References 119 publications

When and how the implementation of green human resource management and data‐driven culture to improve the firm sustainable environmental development?

When and how the implementation of green human resource management and data‐driven culture to improve the firm sustainable environmental development?

Towards Sustainable Batik Production: A Green SCM Evaluation and Improvement Recommendations

Risk Prediction of Digital Human Resource Management Based on Artificial Intelligence

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