Does green HRM really matter for sustainable performance? The role of environmental consciousness and green intellectual capital

Ahmed, Hina; Nisar, Qasim Ali; Khan, Waqas; Patwary, Ataul Karim; Zaman, Sarfraz

doi:10.1007/s11356-023-30644-z

Environ Sci Pollut Res

2023

DOI: 10.1007/s11356-023-30644-z

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Does green HRM really matter for sustainable performance? The role of environmental consciousness and green intellectual capital

Hina Ahmed,

Qasim Ali Nisar,

Waqas Khan

et al.

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2024

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Cited by 2 publications

References 84 publications

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Does public environmental concern cause pollution transfer? Evidence from Chinese firms' off-site investments

Wang,

Sun,

Ding

et al. 2024

Journal of Cleaner Production

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Does public environmental concern cause pollution transfer? Evidence from Chinese firms' off-site investments

Wang,

Sun,

Ding

et al. 2024

Journal of Cleaner Production

View full text Add to dashboard Cite

Leveraging Green HRM to Foster Organizational Agility and Green Culture: Pathways to Enhanced Sustainable Social and Environmental Performance

Gazi,

Dhali,

Masud

et al. 2024

Sustainability

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The purpose of this study is to understand Green Human Resource Management (GHRM) practices, considerations that facilitate Green Organizational Culture (GOC) and Organizational Agility (OA), and the connection between these factors and the social performance (SP) and environmental performance (EP) of businesses. The target population of the current study comprises a Bangladeshi organization (manufacturing, university and service). In this quantitative study, data were collected using structured questionnaires. The final sample consisted of 445 respondents, and the data were analyzed using the Structural Equation Modeling (SEM) technique. Both Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) were conducted to ensure the validity and reliability of the measurement model. The results show that social GHRM has a beneficial effect on social and environmental performance factors. This research also discovered employee’s ideas about GRRM, GOC OA, and improving an organization’s social and environmental performance for long-term growth. Our results show that hiring, teaching, evaluating, and rewarding employees in ways that avoid harming the natural world are all examples of HR management practices that help create a green workplace culture. This work adds to the resource-based view (RBV) and transitive leadership (TL) theory by showing the things that contribute to an organization’s green culture and agility help the link between social and environmental performance and green HRM practices. Organizations in Bangladesh can benefit greatly from the GHRM model that this study suggests, as OC and OA have a good effect on both society and the environment.

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Does green HRM really matter for sustainable performance? The role of environmental consciousness and green intellectual capital

Cited by 2 publications

References 84 publications

Does public environmental concern cause pollution transfer? Evidence from Chinese firms' off-site investments

Does public environmental concern cause pollution transfer? Evidence from Chinese firms' off-site investments

Leveraging Green HRM to Foster Organizational Agility and Green Culture: Pathways to Enhanced Sustainable Social and Environmental Performance

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