Green Branding Implementations in Hard-Discount, Low-Cost Turkish Textile Brands

Yalçın, Derya

doi:10.1007/978-3-030-82572-0_8

Cited by 1 publication

(1 citation statement)

References 57 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Consequently, human resource management is identified by transforming ordinary employees by putting green behavioral intentions into their performance in achieving organizational goals and adding to sustainable development (M. Pinzone, M. . Yu, Chavez, Feng, Wong, and Fynes (2020) argue that businesses that adopt a Green Human Resource Management strategy are more likely to have their staff launch environmental projects in collaboration with their customers, suppliers, and other supply chain partners (Suchek, Fernandes, Kraus, Filser, & Sjögrén, 2021;Trujillo-Gallego, Sarache, & Sellitto, 2021;Yalçın, 2022) Similarly, organizations' sustainable performance may also benefit from adopting Green Human Resource Management (GHRM) strategies (Klein, Deutz, & Ramos, 2022;Lahane & Kant, 2021).…”

Section: Green Human Resource Managementmentioning

confidence: 99%

Resolution of barriers to Green Human Resources Management through its drivers in the textile sector of an emerging economy

Miao

Zaman

Khan

et al. 2023

Preprint

View full text Add to dashboard Cite

Green HRM is vital in organizations' sustainability policies, seen as a recent research trend. This paper aims to identify the five most important drivers and critical barriers to Green HRM implementation in Pakistan's textile industry. Data were collected from a group of Pakistan's textile industry experts, and the Fuzzy Delphi and Fuzzy AHP methods were used to examine the results. The findings reveal that the most critical five drivers of Green HRM implementation are improvement in company image, maximum use of resources, reduced waste, stimulation of growth and innovation, top management support, and work-life balance. The results further explore the five critical barriers: difficulty and complexity in green technology adoption, lack of organizational support, employee resistance, and lack of culture and knowledge of individuals. This analysis is valuable to researchers by highlighting research gaps and making specific suggestions on Green HRM research. This study proposes a detailed research structure for future studies, particularly implementation recommendations for Green HRM practices. Organizations should adequately evaluate the green culture and work-life balance of employees. They can also support and engage employees in a green environment and manage organizational sustainability performance. Using different methods, this research may also be carried out in the future, especially comparing the various drivers and barriers of Green HRM of small and large companies in Pakistan. In this research, new barriers and drivers are used in this context. The paper takes a detailed look at analyzing drivers and barriers of Green HRM implementation in an organization through DELPHI and MCDM techniques. This research paper acknowledges that Green HRM implementation's most crucial aspects are the organization's barriers and drivers. An organization applies the DELPHI technique to validate known barriers and drivers of Green HRM execution. This research aims to develop the source of information within the literature on drivers and barriers of Green human resource management execution in an organization and the collection of organizational sustainability performance.

show abstract