Green training supporting eco-innovation in three Brazilian companies: practices and levels of integration

Neto, Angelo Saturnino; Jabbour, Charbel José Chiappetta; Jabbour, Ana Beatriz Lopes de Sousa

doi:10.1108/ict-02-2014-0010

Cited by 50 publications

(16 citation statements)

References 22 publications

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“…This calls for HRM education to aim at empowering students to address sustainability concerns of their stakeholders (Van Buren and Greenwood, 2013). Accordingly, our findings reinforce calls by Piwowar-Sulej (2021), Saturnino Neto et al (2014) and Van Buren and Greenwood (2013) for HRM policymakers and training institutions to emphasise more sustainability in HRM courses and programmes. Aside, our study provides organised and rich information that can be used in teaching students about the context of sustainable HRM implementation and related issues.…”

Section: Implications and Conclusionsupporting

confidence: 83%

Institutional isomorphism and sustainable HRM adoption: a conceptual framework

Anlesinya

Amponsah‐Tawiah

Dartey‐Baah

et al. 2022

ICT

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Purpose There is a major lacuna in sustainable human resource management (HRM) research regarding the theoretical context of its adoption or implementation. Consequently, the purpose of this study is to examine the relative influence and interactive effects of different levels of institutional isomorphisms on sustainable HRM adoption. Design/methodology/approach This study applies the conceptual method and anchors the discussions on the institutional theory and the extant literature on the antecedents of sustainable HRM implementation. Findings Internal and external institutional isomorphisms will have complementary (synergies) or substitution (trade-offs) effects on sustainable HRM adoption. Furthermore, external institutional isomorphic pressures related to societal values and culture and stakeholders’ sustainability demands are likely to have greater influence on sustainable HRM implementation relative to the internal institutional isomorphic pressures related to managerial sustainability values and attitudes; sustainability-related HRM competencies; resource availability; and perceived sustainability benefits. Originality/value This study proposes a novel multi-level conceptual model on the implementation context of sustainable HRM for testing empirically. Furthermore, this study generates insight on how different levels of institutional isomorphic pressures relatively and interactively (synergies versus trade-offs) affect sustainable HRM adoption. This is significant because there is a view that HRM as a discipline is theoretically weak. Although the field has advanced theoretically, one of the areas that need more theorisation is the context of HRM. Hence, this study advances the theoretical context of sustainable HRM implementation through the perspectives of the institutional theory.

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Section: Implications and Conclusionsupporting

confidence: 83%

Institutional isomorphism and sustainable HRM adoption: a conceptual framework

Anlesinya

Amponsah‐Tawiah

Dartey‐Baah

et al. 2022

ICT

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“…Environmental-training is reported as one of the most crucial aspects of human resource practices (Jabbour et al , 2013). In a study conducted in Brazil, it was reported, “environmental-training for mitigating climate change” is relevant for the systematic development of low-carbon products (Saturnino Neto et al , 2014). Further, both direct and moderating effects of employee training were found on the organization’s sustainable development (Ji et al , 2011).…”

Section: Literature Reviewmentioning

confidence: 99%

Green human resource management

Mishra

2017

IJOA

251

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Purpose The purpose of this study is to explore the status and challenges of green human resource management practices in India, an under-researched area. Further, it proposes a theoretical framework to fill the identified gaps and build a sustainable organization. Design/methodology/approach Multimethod approach was used. The research was conducted in two phases. Archival research was conducted in the first phase, and a case study technique was employed in the second phase. In the first phase, an extensive literature review was carried out to gather insights on prevalent green human resource activities and their link with sustainable organizational development. In the second phase, data were collected from the manufacturing organizations to analyze the status of the activities identified in the first phase. Findings This study highlights status of green human resource practices such as environmental training, green recruitment, performance appraisal, employee involvement and compensation. The findings suggest that there is further scope to utilize the full potential of GHRM practices for encouraging pro-environmental behavior in the organizations. Analyses of data also reveal that top-management support and mutual learning among departments are crucial to facilitate green behaviors among employees. Research limitations/implications This study provides a comprehensive literature review of green-human resource management practices. It suggests an interdisciplinary framework for building holistic sustainable organizations by integrating learnings from green human resource management, green supply-chain management, competitive advantage strategy and green corporate social responsibility. It highlights gaps in the system and provides insights to managers and policy makers on building holistic sustainable organizations. Originality/value This study fulfills the need to explore green human resource management in emerging economies like India. Studies like these are more important in developing countries, which have alarming environmental concerns and poorly implemented government regulations.

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“…Organizational eco-innovations help reduce the information deficits regarding the detection of potential cost savings, mainly in materials and energy (Porter & Van der Linde, 1995;Horbach, 2008). In addition, they contribute to higher success in the development of eco-innovative or low-carbon products (Neto, Jabbour & Jabbour, 2014), once product impact analysis will inevitably involve several functional areas in life Environmental Management and Sustainable Development ISSN 2164-7682 2020 cycle assessment (LCA) (Pujari, Wright & Peattie, 2003). Cheng et al (2014), Neto et al (2014) and Brasil et al (2016) suggest that organizational eco-innovations play a fundamental role in enhancing product eco-innovations, by favoring environmental protection and the adoption of clean and eco-efficient technologies.…”

Section: Relations Between Organizational and Technological Eco-innovmentioning

confidence: 99%

“…In addition, they contribute to higher success in the development of eco-innovative or low-carbon products (Neto, Jabbour & Jabbour, 2014), once product impact analysis will inevitably involve several functional areas in life Environmental Management and Sustainable Development ISSN 2164-7682 2020 cycle assessment (LCA) (Pujari, Wright & Peattie, 2003). Cheng et al (2014), Neto et al (2014) and Brasil et al (2016) suggest that organizational eco-innovations play a fundamental role in enhancing product eco-innovations, by favoring environmental protection and the adoption of clean and eco-efficient technologies. However, previous empirical studies, as Garcí a-Granero et al 2020did not test the association between organizational and product eco-innovation.…”

Section: Relations Between Organizational and Technological Eco-innovmentioning

confidence: 99%

The Combinative Effect of Organizational and Technological Eco-innovations in R&D-intensive Companies

Tumelero

Sbragia

Borini³

2020

EMSD

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This study aims to investigate the influence of organizational and process eco-innovations on the introduction of product eco-innovations in R&D-intensive companies. We covered theory gaps by empirically demonstrating to what extent non-technological and technological eco-innovations are related. We used the Survey method to investigate a sample of Brazilian manufacturers from the electrical and electronics sectors, and we processed the data through Structural Equation Modeling (SEM). The findings of this study evidenced that non-technological eco-innovations are able to influence technological eco-innovations, both process and product, suggesting that the organizational eco-innovation strategy leads to sustainable technological path dependence in R&D-intensive companies. Additionally, findings demonstrated that the association between organizational and product eco-innovation is stronger whether mediated by process eco-innovation, so the result confirms an evolutionary perspective regarding the differentiated types of eco-innovation. We conclude that by investing in eco-innovative R&D projects, new environmental systems, teams' formation, information flow, and trends monitoring, the company creates a path dependence for technological eco-innovation of process and products.

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Green training supporting eco-innovation in three Brazilian companies: practices and levels of integration

Cited by 50 publications

References 22 publications

Institutional isomorphism and sustainable HRM adoption: a conceptual framework

Institutional isomorphism and sustainable HRM adoption: a conceptual framework

Green human resource management

The Combinative Effect of Organizational and Technological Eco-innovations in R&D-intensive Companies

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