Green HRM, green innovation and environmental performance: the role of green transformational leadership and green corporate social responsibility

Niazi, Umair Imran; Nisar, Qasim Ali; Nasir, Nadia; Naz, Shumaila; Haider, Shahbaz; Khan, Waqas

doi:10.1007/s11356-023-25442-6

Cited by 53 publications

(17 citation statements)

References 94 publications

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“…As for GIB, most respondents believe that staff consciously put forward or learn from creative ideas in the workplace and work processes and put them into action so that their work can contribute to resource conservation and environmental protection or meet ecological standards. Employees' GIB can reduce the damage to the natural environment caused by enterprise activities [ 36 ], save the raw materials required for production and office materials consumed by activities [ 37 ], improve enterprises’ environmental performance [ 38 ], and ultimately increase their economic benefits [ 39 ].…”

Section: Literature Review and Conceptualizationmentioning

confidence: 99%

The influence of green human resource management on employees’ green innovation behavior: The role of green organizational commitment and knowledge sharing

Yang,

2023

Heliyon

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Section: Literature Review and Conceptualizationmentioning

confidence: 99%

The influence of green human resource management on employees’ green innovation behavior: The role of green organizational commitment and knowledge sharing

Yang,

2023

Heliyon

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“…However, the available evidence is far from clear, with several studies reporting negative or even nonsignificant findings (e.g. Elshaer et al , 2021; Guerci et al , 2016; Niazi et al , 2023). These discrepancies in previous studies require additional investigation on the relationship between GHRM and EP, with a focus on potential moderating factors, to gain a deeper understanding of the contextual factors linking GHRM and EP.…”

Section: Introductionmentioning

confidence: 99%

Fostering environmental preservation: exploring the synergy of green human resource management and corporate environmental ethics

Al-Swidi,

Al-Hakimi,

Al-Hattami

2024

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Purpose This study aims to explore the unique and synergistic effects of green human resource management (GHRM) and corporate environmental ethics (CEE) on the environmental performance (EP) of manufacturing small and medium-sized enterprises (SMEs) in Yemen, a less developed country (LDC). Design/methodology/approach Through a cross-sectional survey design, data were collected from 262 manufacturing SMEs in Yemen and analyzed using “hierarchical regression analysis” via PROCESS Macro. Findings The empirical results showed that GHRM and CEE positively affect EP and, more importantly, that CEE and GHRM have a synergistic effect on EP. Research limitations/implications This study makes a theoretical contribution by integrating GHRM, CEE and EP into a single framework, taking into account the perspectives of the resource-based view and the ethical theory of organizing. The results corroborate the unique and synergistic effects of GHRM and CEE on EP of SMEs in the manufacturing sector. Practical implications The results of this study offer valuable insights for SME managers/decision-makers, who are anticipated to become more interested in integrating environmental ethics into their companies. This has implications that with the consideration of CEE, SMEs can benefit from GHRM practices to improve their EP. Social implications The study highlights the positive economic and social impact of SMEs adopting eco-friendly practices like GRHM. In today’s economy, it is not sufficient to simply strive for economic growth. It is possible for SMEs to achieve well-rounded performance by implementing the recommended framework that emphasizes the importance of social and environmental well-being. Originality/value This study advances the existing work on the impact of GHRM on EP by demonstrating the crucial role of CEE in predicting EP of manufacturing SMEs in LDCs like Yemen. Previous research on GHRM has mainly been conducted on SMEs in developed nations, which may not be entirely applicable to LDCs. It is crucial to understand this aspect in the context of LDCs so that SMEs can adopt environmental practices effectively in the future: how SMEs conserve the environment through their environmental practices.

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“…It concerns corporate production methods’ ecological impact and resource utilization to meet regulatory requirements [ 18 ]. The efficiency of the environment is linked to green product quality, innovation, and corporate sustainability [ 19 ]. The ability to regulate pollution, decrease waste discharge, embrace recycling and reusing methods, and deploy systems like ISO 14001 are further indicators of an organization’s environmental performance and commitment.…”

Section: Introductionmentioning

confidence: 99%

Influence of Green Human Resource Management on firm’s environmental performance: Green Employee Empowerment as a mediating factor

Adu Sarfo,

Zhang,

Nyantakyi

et al. 2024

PLoS ONE

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This research aimed to investigate the mediating function of Green Employee Empowerment (GEE) in the relationship between Green Human Resource Management practices (GHRM) and the environmental performance of small and medium-sized enterprises (SMEs) in Ghana, drawing on the Ability-Motivation-Opportunity (AMO) theory. This study assessed the hypotheses in the established research model using structural equation modeling based on data collected from 320 participants from small and medium-sized firms in Ghana. The study’s results revealed that GHRM practices were significantly correlated with the firm’s environmental performance. The study found significant GHRM’s indirect consequences on environmental performance through GEE in all models examined. These findings suggest that GEE plays a crucial role in translating the impact of GHRM practices into improved environmental performance. The study overlooked other potential mediators or moderators in the relationship between GHRM practices and environmental performance, focusing on GEE. To better understand the complex dynamics behind GHRM techniques’ environmental performance, future research might examine business culture, leadership style, and employee sustainability attitudes.

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Green HRM, green innovation and environmental performance: the role of green transformational leadership and green corporate social responsibility

Cited by 53 publications

References 94 publications

The influence of green human resource management on employees’ green innovation behavior: The role of green organizational commitment and knowledge sharing

The influence of green human resource management on employees’ green innovation behavior: The role of green organizational commitment and knowledge sharing

Fostering environmental preservation: exploring the synergy of green human resource management and corporate environmental ethics

Influence of Green Human Resource Management on firm’s environmental performance: Green Employee Empowerment as a mediating factor

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