Green Human Resource Management—A Synthesis

Faisal, Shaha

doi:10.3390/su15032259

Cited by 42 publications

(35 citation statements)

References 94 publications

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“…For instance, the closure has had a significant negative impact on the textile and apparel industries. % Of China’s manufacturing exports are textiles, food, beverages, and tobacco (Faisal, 2023 ). Other SMEs studying Vietnam are disproportionately affected by the decrease in demand in these sectors.…”

Section: Literature Reviewmentioning

confidence: 99%

RETRACTED ARTICLE: Achieving green tourism through environmental perspectives of green digital technologies, green innovation, and green HR practices

Liang

Wang

2023

Environ Sci Pollut Res

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This study investigates tourism growth with the role of green digital technologies and green human resource management (GHRM) in China. We applied a fuzzy analysis technique using the 130 Chinese tourism SMEs that use digital technology. The study results declared that digitalization in tourism increases automation in both the process and the final product, raising demand and quality. Moreover, green digital technologies are significant in agile innovation and tourism growth. The study’s results extended that green HRM practices have a significant role in Chinese SMEs developing agile innovation, tourism growth, and green digital innovation. These findings were confirmed by using fuzzy robustness tools. The study proposes to achieve SDGs in China’s tourism industry using primitive measures to enhance tourism growth and agile innovation based on green HRM practices and green digital technologies. Such prudent measures suggested improving green digital technologies in the Chinese tourism industry for tourism growth and agile innovation maximization.

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Section: Literature Reviewmentioning

confidence: 99%

RETRACTED ARTICLE: Achieving green tourism through environmental perspectives of green digital technologies, green innovation, and green HR practices

Liang

Wang

2023

Environ Sci Pollut Res

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“…Our framework emphasises multiple L&D actors and the need to incorporate them into decision making processes (Liang et al ., 2024). It is recommended that all actors be included in the development and implementation of a sustainable L&D approach (Faisal, 2023) highlighting the need to understand the roles that these different actors play.7. Strategic thinking…”

Section: Conceptualising Vuca and Its Implications For The Learning A...mentioning

confidence: 99%

Learning and development in highly dynamic VUCA contexts: a new framework for the L&D function

Garavan,

Darcy,

Bierema

2024

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PurposeThis article introduces the special issue of Learning and Development in Highly-Dynamic VUCA Contexts. The issue reviews the concept of VUCA (volatility, uncertainty, complexity and ambiguity), highlights its implications for the learning and development function and argues that learning and development play a critical role in helping organisations, people and the societal context in which they operate to work within and navigate VUCA contexts.Design/methodology/approachThe contributions to this special issue propose a novel learning and development framework that will inform L&D as the provision of training, learning and development activities in organisations within highly dynamic VUCA contexts and ensuring a strong external focus including organisational, people, community, economic and societal sustainability.FindingsWe, the authors, propose seven features of a strategic sustainability L&D function and L&D professional role that are a fit with highly dynamic VUCA contexts.Practical implicationsThe proposed framework has important implications for the way in which L&D is structured, its key priorities and plans and the competencies of L&D professionals to add value to all stakeholders. We also emphasise that the work on the L&D function in highly dynamic VUCA contexts needs to be broader and move beyond a performance orientation.Originality/valueThe proposed strategic sustainability role for the L&D function expands theoretically our understanding of how L&D can have impacts at the nexus of the organisation and highly dynamic VUCA contexts, in addition to broadening the constellation of stakeholders that it potentially enhances.

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“…This may be attributed to the findings that green HR practices in the form of HRRES and HRST are both expensive. An expansion in RES and science and technology brings about the additional processes of recruitment and selection after screening for suitability for RES and science and technology, designing green job description, green awareness campaigns and training for employees, green management and evaluation of green goal compliance, green reward practices and most importantly, expansion of green systems and installation of new equipment in accordance with green goals (Faisal, 2023). This provides an opportunity for Human capital further discussion about the rising corporate costs due to green HR practices, leading to banking sector becoming more vulnerable to financial instability associated with climate risk (Lang et al, 2023;Salim et al, 2023).…”

Section: Credit Riskmentioning

confidence: 99%

Climate change and the European banking sector: the effect of green technology adaptation and human capital

Afzal,

Hasnaoui,

Firdousi

et al. 2024

RAF

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Purpose Climate change poses effect on banking sector’s risks and profitability through adaptation of green technology. This study aims to incorporates green technology adaptation in three sectors: green banking, green entrepreneurial innovation (EI) and green human resource (HR), in a model of bank’s performance. And determines the impact of climate change on bank risk and profitability. Design/methodology/approach An assessment of profitability and risk profile of commercial banks is done for 27 European countries for 2013–2022, employing a two-step difference system-generalized method of moments estimation technique with a moderate effect of climate change by including interaction between climate change and green technology adaptation. Findings The results indicate that green banking increases profitability, reduces credit risk and increases liquidity risk. The results also show that green human resource increases profitability and becomes a source of credit and liquidity risks for the banks. Green EI increases credit risk and liquidity risk, while the effects of green EI on profitability vary with the use of two proxies: Green patents increase profitability and environment, social and corporate governance (ESG) scores decrease profitability. Practical implications Supportive government initiatives, including subsidies and tax rebates to green borrowers, may take the burden of green transition off the banking sector. Originality/value This paper observes the impact of green technology adaptation in three sectors: banks, EI and HR, moderated by climate change, adding substantially to the existing literature in conceptual framework and methodology.

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Green Human Resource Management—A Synthesis

Cited by 42 publications

References 94 publications

RETRACTED ARTICLE: Achieving green tourism through environmental perspectives of green digital technologies, green innovation, and green HR practices

RETRACTED ARTICLE: Achieving green tourism through environmental perspectives of green digital technologies, green innovation, and green HR practices

Learning and development in highly dynamic VUCA contexts: a new framework for the L&D function

Climate change and the European banking sector: the effect of green technology adaptation and human capital

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