Effect of Green HRM on the Green Behavior of Employees: A Study on Service Industry

Tirno, Rabbir Rashedin; Islam, Nafiza; Happy, Kamrunnahar

doi:10.2139/ssrn.4169431

Cited by 2 publications

(2 citation statements)

References 49 publications

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“…The green economy, green reward system, and green motivation, according to many authors, are fundamentally important links for the economy of a country, where each individual is equally important and their attitude is significant in the decision-making system for strategic management and also through individual practice (Adekoya et al, 2023;Mittal & Kaur, 2023;Tirno et al, 2022). Economic success relies on non-material resources (human knowledge) as well as on skills and competencies, enabling observed stakeholders to contribute to personal and thus societal well-being (Micić & Arsić, 2017).…”

Section: Literature Reviewmentioning

confidence: 99%

Assessment of Human Resources Performance in Urban Maintenance Tasks: An MCDM Approach

Stević,

Novarlić,

Kchaou

2024

JOTE

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The escalating migration from rural to urban locales necessitates an augmented demand for the workforce, local utility services, and mechanization to sustain a balance conducive to public health. This investigation delineates the pivotal role of human resources in executing daily operations required for the upkeep of public green and asphalted areas within Doboj, Bosnia and Herzegovina. It is posited that teamwork and the requisite competencies of the workforce are integral to the utility company's efficacy and the establishment of conditions requisite for addressing business tasks delineated on weekly and monthly schedules. A cohort of 20 personnel, tasked with the aforementioned responsibilities, was segmented into three categories, predicated upon their skills and capability to fulfil the designated tasks within specified temporal bounds. A novel hybrid Multi-Criteria Decision-Making (MCDM) model, integrating Improved fuzzy Stepwise Weight Assessment Ratio Analysis (IMF SWARA) with Measurement Alternatives and Ranking according to Compromise Solution (MARCOS), was employed to appraise employees across the designated categories. Decision-makers articulated five criteria, which were quantified via the IMF SWARA methodology. Subsequently, the appraisal of worker categories through three discrete models was undertaken employing the MARCOS technique. Outcomes for each category were individually derived and subjected to verification tests, revealing that criterion significance markedly influences human resource ranking. This study underscores the crucial intersection between environmental stewardship and human resource management, advocating for a systematic approach to urban maintenance that leverages MCDM techniques to optimize workforce performance.

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Section: Literature Reviewmentioning

confidence: 99%

Assessment of Human Resources Performance in Urban Maintenance Tasks: An MCDM Approach

Stević,

Novarlić,

Kchaou

2024

JOTE

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“…Through a green value strategic approach, companies can ensure that environmental and sustainability values are integrated into the overall corporate culture. This can include a clear organizational commitment to environmental sustainability and social responsibility (Tirno et al, 2023).…”

Section: Introductionmentioning

confidence: 99%

Analysis of Green HRM, Green Value Strategic Improving CSR and Green Performance in Central Kalimantan HSL Palm Companies

Mering

2024

IRMM

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Research in the field of human resources that raises the topic of Green HRM to improve Green Performance. The research base also assesses the role of Strategic Green Value in encouraging corporate CSR and has an impact on increasing green performance. Research was conducted quantitatively on 100 CSR respondents from Sustainable Hutan Sawit Lestari palm oil companies in Central Kalimantan. The results of the analysis with Smart PLS show that Green HRM is significant in increasing Green Performance by (5%, but not significantly increasing the CSR program. The next significant result is Green Value Strategy on Green Performance and the significant effect of increasing CSR by 63%. The results of the analysis of the mediating role are a combination namely the CSR program has a significant positive influence on the relationship between Green Value Strategy and Green Performance and there are insignificant results regarding the mediating role of CSR on the relationship between Green HRM in improving Green Performance. Overall the research model from the Q square value shows 95%, namely the importance of Green HRM, Green Value Strategy, CSR in Green Performance. Implementation of these results can be applied to Sustainable Hutan Sawit Lestari companies for managing HRM and natural resources by providing skills training in maintaining the quality of life of the organization and the company environment in a CSR program to improve the company's reputation. In further research you can consider Green Technology.

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Effect of Green HRM on the Green Behavior of Employees: A Study on Service Industry

Cited by 2 publications

References 49 publications

Assessment of Human Resources Performance in Urban Maintenance Tasks: An MCDM Approach

Assessment of Human Resources Performance in Urban Maintenance Tasks: An MCDM Approach

Analysis of Green HRM, Green Value Strategic Improving CSR and Green Performance in Central Kalimantan HSL Palm Companies

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