Green HR for Businesses

Ashraf, Fawad; Ashraf, Ibbad; Anam, Waqasia

doi:10.6007/ijarbss/v5-i8/1771

Cited by 18 publications

(14 citation statements)

References 15 publications

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“…GHRM practices offers policies, processes, products, and tools that help improve productivity as found by Mehta and Chugan (2015). The satisfaction level of employees for their job and their productivity are also increased by GHRM practices which is similar with the studies of Ashraf et al (2015), Delmas and Pekovic (2013), and Cherian and Jacob (2012) and at the same time these employees create a sense of loyalty toward the organization building a strong commitment (Goswami and Ranjan, 2015) which improves employees’ retention (Nijhawan, 2014). Furthermore, it was found that the most common GHRM practice among the respondents was waste segregation which may lead to a good working environment.…”

Section: Discussionmentioning

confidence: 65%

Green lifestyle moderates GHRM’s impact on job performance

Ragas

Tantay

Chua

et al. 2017

IJPPM

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Purpose The purpose of this paper is to determine the moderating role of green lifestyle to the impact of green human resource management (GHRM) on employee’s job performance from various industries and a possible spillover of GHRM to employee’s lifestyle. Design/methodology/approach Structural equation modeling and exploratory factor analysis were utilized in order to determine the relationship of the variables. A survey questionnaire was distributed to 332 respondents from various private industries who were randomly selected for this study. Findings This study shows that the implementation of GHRM has an effect on an employee’s lifestyle and also on their job performance. It suggests that organizations can contribute to the environment and also maintain employees’ good performance. Research limitations/implications Considering the locus of the study, it was restricted to industries from the National Capital Region in the Philippines. The study was also limited to industries who are ISO14001 certified, aiming for that certification, or implementing green practices. The survey was also not disseminated according to age groups and gender. Therefore, researchers are encouraged to explore further the effects of these variables to other factors. Practical implications This study may encourage human resource practitioners to implement GHRM practices in the workplace to motivate employees to participate in greening the world. Originality/value This study brings great importance to the implementation of GHRM as it is needed by the current status of the world.

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Section: Discussionmentioning

confidence: 65%

Green lifestyle moderates GHRM’s impact on job performance

Ragas

Tantay

Chua

et al. 2017

IJPPM

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“…Author stated that manufacturing firms should select applicants who are sufficiently aware of green importance to fill job vacancies through (i) designing job specifications that attract such candidates for recruitment and (ii) include green elements during interview process that investigate applicants' readiness towards environmental issues. In addition, the effective execution of environmental management system can only be attained if the right candidate with the right skills and competence is engaged for the right job (Ashraf et al, 2015). The GTI was found in this study to be the second ranking of GHRM practices adoption among surveyed organization.…”

Section: Discussionmentioning

confidence: 62%

Green Human Resource Management Practices Among Palestinian Manufacturing Firms- An Exploratory Study

Arqawi¹,

Zaid²,

Jaaron³

et al. 2019

JRDM

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Organizations are increasingly finding it challenging to balance economic and environmental performance particularly those that face competitive, regulatory and community pressure. With the increasing pressures for environmental sustainability, this calls for the new formulation of strategies by the manufacturers in order to minimize their products and services negative impact on the environment. Hence, Green Human Resource Management (GHRM) continues to be an important research agenda among the researchers. In Palestine, green issues are new and still developing. Constant study is needed to fully understand and update information regarding this area. Objective: The aim of this paper is to explore the views and level of acceptance of GHRM practices among manufacturing firms in Palestine. Results: Through the use of e-mail survey, 121 responses were obtained to generate the results of the study. The result showed GHRM practices have been practiced to somewhat to a greater extent a firms in Palestine. Findings can be extended to study on the issues in further. Academicians and practitioners can apply this result to their research and business strategies on how to improve sustainable performance and to effectively implement GHRM practices.

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“…GHRM depends on the unique and identifiable patterns of green decisions and behavior of HR managers (Zoogah, 2011). GHRM policies and practices are used to ensure the efficient use of resources in any business through encouraging the usage the available resources such as telecommunication, less printing of papers, job sharing, video conferencing and interviews through Skype (reduce traveling expense) etc (Ashraf et al, 2015), and this is one of the main factors to enhance the firm's outcomes. In addition, GHRM is referred to all the activities involved in development, implementation and on-going maintenance of a system that aims at making employees of an organization green environment-friendly (Opatha et al, 2014;Mehta & Chugan, 2015) and encourages Corporate Social Responsibilities (CSR) (Ahmad, 2015).…”

Section: Green Human Resource Managementmentioning

confidence: 99%

“…As regards to the relationship between GHRM and the financial performance, A firm adopts GHRM practices, this enjoys many distinguished benefits and gives a strong organization culture, build the sense of team promotion within the organization and the attractive benefit of firm is to cut cost and hence firm's performance and its productivity will increase (Ashraf et al, 2015). Besides, it has proven that there are positive relationships between the practice of corporate social responsibility and firm's financial performance (Mwangi & Jerotich, 2013;Pan et al, 2014).…”

Section: Ghrm and Financial Performancementioning

confidence: 99%

Green Human Resource Management, Environmental and Financial Performance in Tourism Firms in Vietnam: Conceptual Model

Nhat¹,

Tučková²

2017

14th Annual International Bata Conference

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New product development (NPD) has gained more attention in innovation literature. Due to NPD may determine the unique position that organizations may conquer. However, few studies have examined how salespeople decide to sell existing products and new products. This importance relies on the premise that new products need to be sold by organization's salesforce. The objectives of this study is to (1) to develop a comprehensive and integrative conceptual framework of the antecedents of salesperson existing and new product selling based on the job demands-resources (JD-R). Based on an extensive literature review and the proposed conceptual framework, a self-administered survey will be develop and will be sent to more than 400 salespeople in high-tech's organizations in Taiwan. Then, SPSS and partial least squares (PLS) will be employed to provide a descriptive analysis of the collected data and for further hypotheses testing. Finally, the study will show the expected findings and expected implications for the current literature and for practitioners.

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Green HR for Businesses

Cited by 18 publications

References 15 publications

Green lifestyle moderates GHRM’s impact on job performance

Green lifestyle moderates GHRM’s impact on job performance

Green Human Resource Management Practices Among Palestinian Manufacturing Firms- An Exploratory Study

Green Human Resource Management, Environmental and Financial Performance in Tourism Firms in Vietnam: Conceptual Model

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