Green human resource management in service industries: the construct, antecedents, consequences, and outlook

Tanova, Cem; Bayighomog, Steven W.

doi:10.1080/02642069.2022.2045279

Cited by 105 publications

(71 citation statements)

References 91 publications

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“…This is well-established in the literature as a fundamental contributor to the competitive advantages of firms (Haseeb et al 2019). Since HRs can be vital enablers for building sustainability via their activities and processes, practices, and strategies, research has considered the future of sustainable HRM (SHRM) (Kramar 2014;Renwick et al 2016;He et al 2021) and whether it can contribute to environmental sustainability in organizations (Renwick et al 2016;Tanova and Bayighomog 2022;Zubair and Khan 2019), since SHRM offers some insights into the current position of HR functions in organizations regarding sustainability and clarifies the role of HR in promoting the effectiveness of organizations via sustainability. Thus, businesses must rely on their greatest asset, humans, to achieve a balance between quality and service, good marketing and sales methods, and customer care (Tien et al 2021).…”

Section: Sustainable Hr Development Strategy For Fintechmentioning

confidence: 99%

Mapping the Sustainable Human-Resource Challenges in Southeast Asia’s FinTech Sector

Kao

2022

JRFM

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The significance of human resources (HRs) has increased with the increasing awareness of sustainability issues and corporate social responsibility. However, the rapidly emerging financial technology (FinTech) sector still presents an HR challenge. Southeast Asia, which accounts for the highest adoption rate of mobile banking, has set new records regarding the number of transactions, as well as funding amount, in recent years. Moreover, borderless financial cooperation, coupled with in-demand tech talents, will rapidly boost the development of the region. Thus, this study explored the new opportunities as well as challenges of a new business model, FinTech, in Southeast Asia’s banking and enterprise sector in the post-COVID-19 era. It also examined how organizations can achieve sustainable development via the interaction of the new operating model with existing ones by developing relevant strategies in the context of the “new normal” working condition. By reviewing the literature on HR management (HRM), we proposed how banking and FinTech companies could supply tech talent with the relevant experience or engage in training projects before recruiting. Additionally, since organizations desire sustainability-minded employees, they offer flexible working arrangements and well-established reward policies that can create remote work performance and retention rates. Being committed to upskilling and reskilling global talent by offering talent mobility opportunities across the organization, as well as by fully embracing the creation of value for cross-cultural talent, companies can support their employees’ long-term career goals and maintain competitive strength. Finally, organizations must focus more on flexible adjustments and cross-domain communication for global talent. Forming strategic alliances with FinTech companies would be an alternative conduit that can ensure that regional laws comply with the local culture and national law, for bias and conflict reduction.

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Section: Sustainable Hr Development Strategy For Fintechmentioning

confidence: 99%

Mapping the Sustainable Human-Resource Challenges in Southeast Asia’s FinTech Sector

Kao

2022

JRFM

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“…Businesses and academics seek to create volunteer resources that are marketed as 'good tourism' or 'conservation holidays' (Novelli et al, 2016). Through this approach, tourism will tap into financial and human resources for environmental science (Tanova and Bayighomog, 2022;Alemu, 2022). Determining the monetary importance of ecosystem services to society and the economy through a spatial economic valuation of different ecosystem resources offers essential insights for regional environmental protection and sustainable growth (De Groot et al, 2012).…”

Section: Coastal Morphology and Eco-tourism Developmentmentioning

confidence: 99%

Establishing a GIS-SMCDA model of sustainable eco-tourism development in Pahang, Malaysia

et al. 2022

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In this study on dynamic, complex, and spatial decisionmaking situations, the geographic information system (GIS) based spatial multi-criteria decision analysis (SMCDA) is used as a tool for sustainable environmental planning and ecotourism spot study. GIS is used to identify and study the morphological zones of coastal resorts and ecotourism sustainability in Sungai Karang sub-district in Kuantan, Pahang. To evaluate the geographic information of the state, the development of geodatabase and spatial modeling were used as one of the most appropriate GIS-SMCDA models to create new dimensions for understanding the current situation in the identification of ecotourism-sensitive areas (ESA). The results in the final ESA map show that the size of the zones for the built-up area: 4,500.25 ha, agricultural area: 3,635.87 ha, coastline: 2,109.67 ha, road: 3,518.72 ha, and water bodies: 8,899.37 ha. The study suggests that the GIS-SMCDA model can be a quite effective method for dealing with different parameters of site attractiveness for ecotourism sustainability. The results show that the area of a suitable site for ecotourism in Sungai Karang Sub-district is 248.87 ha, compared to an unsuitable site of 29,104.44 ha. This shows that a minimum area can be selected for the construction of an ecotourism center in this area.

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“…Ainda, a influência de fatores socioeconômicos externos, como cultura, instituições voltadas para a sustentabilidade (como a ONU e/ou agências governamentais locais), governança ambiental e regulamentação ou preocupações ambientais do consumidor, em um novo modelo de GRH sustentável, são importantes tópicos de pesquisa. Na linha de Tanova, & Bayighomog (2022), as organizações que desejam implementar com sucesso um modelo de GRH sustentável devem evitar uma abordagem de one-size-fits-all e por isso pesquisar os fatores contextuais é importante.…”

Section: Conclusão E Sugestões Para Futura Investigaçãounclassified

Sustentabilidade E O Papel Da Gestão De Recursos Humanos

Proença

2022

Rev. adm. empres.

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Sustentabilidade não é um assunto novo. Tanto a sociedade quanto as empresas estão cada vez mais conscientes da importância de um desenvolvimento sustentável "que atenda às necessidades do presente sem comprometer a capacidade das gerações futuras de atender às suas próprias necessidades" (World Commission on Environment and Development, 1987, p. 8). No entanto, os gestores ainda precisam compreender como lidar com os desafios de alcançar a sustentabilidade (Clarke & Clegg, 2000).

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Green human resource management in service industries: the construct, antecedents, consequences, and outlook

Cited by 105 publications

References 91 publications

Mapping the Sustainable Human-Resource Challenges in Southeast Asia’s FinTech Sector

Mapping the Sustainable Human-Resource Challenges in Southeast Asia’s FinTech Sector

Establishing a GIS-SMCDA model of sustainable eco-tourism development in Pahang, Malaysia

Sustentabilidade E O Papel Da Gestão De Recursos Humanos

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