Green HRM and ecofriendly behavior of employees: Relevance of proecological climate and environmental knowledge

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

doi:10.1016/j.heliyon.2023.e14632

Cited by 12 publications

(5 citation statements)

References 59 publications

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“…The geographical distribution of the studies was broad, with contributions from Europe, Asia, and the Middle East, providing a global perspective on the subject matter (See Figure 3). ment in sustainable initiatives, encouraging employees to participate in green practices actively (Tirno et al 2023). Manager involvement is crucial in leading and supporting green HR practices, ensuring sustainability is integrated into organizational strategies and decision-making processes (Tuan 2022).…”

Section: Resultsmentioning

confidence: 99%

“…Education and training programs focus on enhancing employees' environmental awareness and skills, enabling them to contribute to the organization's sustainability objectives. Employee empowerment in G-HRM involves fostering a sense of responsibility and involvement in sustainable initiatives, encouraging employees to participate in green practices actively (Tirno et al 2023). Manager involvement is crucial in leading and supporting green HR practices, ensuring sustainability is integrated into organizational strategies and decisionmaking processes (Tuan 2022).…”

Section: Definitionsmentioning

confidence: 99%

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The Impact of Green Human Resource Management Practices on Employees, Clients, and Organizational Performance: A Literature Review

AlKetbi,

Rice

2024

Administrative Sciences

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This literature review aims to examine the relationship between Green Human Resource Management (G-HRM) practices and various outcomes, including employee green attitudes, employee green satisfaction, client green satisfaction, employee green behavior, and organizational green performance. We reviewed existing literature on G-HRM practices and their impact on the selected outcomes. The review process involved the identification of articles through a systematic search in Scopus and Web of Science databases from January 2013 to December 2023. The search retrieved 2142 citations; of them, a total of 17 articles were deemed eligible for this review. The reviewed literature provides good evidence supporting a positive predictive relationship between G-HRM practices and employee green attitudes, employee green satisfaction, client green satisfaction, employee green behavior, and organizational green performance. However, there is a notable gap in studies exploring the influence of G-HRM practices on employee and client satisfaction. Overall, G-HRM practices emerge as a crucial tool for fostering environmentally conscious attitudes and behaviors among employees, ultimately contributing to enhanced employee satisfaction and improved organizational ecological performance. Future research should pay attention to the mechanisms underlying these relationships and explore potential moderating factors to enrich our understanding of the interrelated dynamics between G-HRM practices and sustainable outcomes.

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Section: Resultsmentioning

confidence: 99%

Section: Definitionsmentioning

confidence: 99%

The Impact of Green Human Resource Management Practices on Employees, Clients, and Organizational Performance: A Literature Review

AlKetbi,

Rice

2024

Administrative Sciences

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“…The environmentally responsible behavior of employees is obtained through green, innovative practices and creativity (Usman et al, 2023). Furthermore, green initiatives promote social and economic advancement in an environmentally responsible manner (Tirno et al, 2023).…”

Section: Discussionmentioning

confidence: 99%

“…Consequently, organizations and their employees adopt eco-friendly practices and other constructive actions to conserve resources in the workplace, fostering a heightened awareness of their sustainability efforts. This approach gauges the influence of green initiatives on organizational workflow and promotes social and economic advancement in an environmentally responsible manner (Tirno, Islam, & Happy, 2023).…”

Section: H2: Green Innovation Has a Significant Positive Influence On...mentioning

confidence: 99%

The moderating mediating model of green climate and green innovation’s effect on environmental performance

Altassan

2024

10.5267/j.uscm

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Implementing green HRM is expected to foster green innovation inside small and medium-sized enterprises (SMEs). The promotion of a sustainable environment and the implementation of organizational procedures contribute to the advancement of green innovation and the cultivation of a culture of responsibility. The implementation of Green Human Resource Management (HRM) practices, the cultivation of eco-friendly behavior among employees, and the adoption of HRM strategies aimed at fostering a sustainable environment within the business. To the extent of our current understanding, previous research has not investigated the potential influence of green climate in enhancing the effects of Green HRM in environmentally friendly behaviors and the development of green innovations. The assessment of the collective impact of these variables on environmental performance within a comprehensive model has not been previously examined. Therefore, this study has added significance by assessing the mediating role of employees’ eco-friendly behavior between Green HRM practices and the organization’s environmental performance. This study has been conducted in the context of SMEs in Saudi Arabia by taking responses on a self-administered questionnaire from 371 respondents from SMEs in Saudi Arabia Selected through cluster sampling technique. Hence, the findings of this study affirm the significance of Green HRM and Green Innovation in driving environmental performance within SMEs in Saudi Arabia. The underpinning theory for the study model is the ability motivation and opportunity (AMO) model, which has been validated in the context of the present study. By taking these practical steps, SMEs in Saudi Arabia can proactively contribute to environmental sustainability while reaping the benefits of improved organizational performance. However, other cultural, demographic, and governmental factors need consideration in future research studies that should include these external factors for further implications.

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“…GHRM can create an instantaneous surroundings for carrying out EBs by means of organising a green organizational way of life (Xiao et al, 2022) and selling EBs thru the training and development of employees as inexperienced human capital (Chen & Wu, 2022). Additionally, presenting environmental-associated schooling and academic possibilities, can growth employees' environmental attention and encourage them to have interaction in energetic EBs (Tirno et al, 2023). These leaders can also encourage employees to interact in EBs by using developing environmentally-related process possibilities (Darvishmotevali & Altinay, 2022).…”

Section: Discussionmentioning

confidence: 99%

Structural analysis of Green Human Resource Management and Green Transformational Leadership on Environmental Behaviors and Green Innovation Performance with the Mediating Role of Environmental Knowledge

Balouch,

Yekan,

Tamandani

2023

Preprint

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Continuous and sustainable growth has become a daily norm, putting increasing pressure on organizations to adopt green practices to achieve sustainable competitive advantages. Therefore, this research aimed to analyze the structural relationship between GHRM and GTL on EBs and GIP with the mediating role of EK. The research method was developmental-applied in terms of purpose and descriptive-correlational in terms of research design, using a structural equation modeling approach. The statistical population consisted of all primary school teachers in Urmia city, Iran (Urmia city districts one and two) during the academic year 2022–2023. A one-stage cluster sampling method was used, and the sample size was determined to be 338 individuals using Morgan's table. Standard questionnaires were used to collect the required data, including the questionnaire by Zid et al. (2018) for GHRM, Zhang & Wang (2020) for GTL, Roberson, and Carleton (2018) for EBs, Chen et al. (2013) for GIP, and Me et al. (2012) for EK. Content validity of the research was ensured through the opinions of educational science professors, and the reliability of the questionnaires was confirmed using Cronbach's alpha coefficient, which yielded values of 0.90, 0.77, 0.79, 0.82, and 0.70, respectively. The data were analyzed using Pearson correlation coefficient, structural equation modeling, and confirmatory factor analysis with SPSS 28 and Smart PLS 3 software. The results of the research indicated a significant positive direct relationship between GHRM and GIP. There was a positive direct relationship between GTL and GIP. A positive direct relationship was found between GTL and EBs. However, there was no significant relationship between GHRM and EBs. There was an indirect non-significant relationship between GHRM and EBs with the mediating role of EK. There was no indirect relationship between GTL and GIP with the mediating role of EK. There was no indirect relationship between GTL and EBs with the mediating role of EK.

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Green HRM and ecofriendly behavior of employees: Relevance of proecological climate and environmental knowledge

Cited by 12 publications

References 59 publications

The Impact of Green Human Resource Management Practices on Employees, Clients, and Organizational Performance: A Literature Review

The Impact of Green Human Resource Management Practices on Employees, Clients, and Organizational Performance: A Literature Review

The moderating mediating model of green climate and green innovation’s effect on environmental performance

Structural analysis of Green Human Resource Management and Green Transformational Leadership on Environmental Behaviors and Green Innovation Performance with the Mediating Role of Environmental Knowledge

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