How does the perceived green human resource management impact employee’s green innovative behavior? —From the perspective of theory of planned behavior

Song, Dandan; Bai, Yan; Wu, Haijun; Wang, Xiaoyuan

doi:10.3389/fpsyg.2022.1106494

Cited by 12 publications

(1 citation statement)

References 77 publications

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“…Implementing Green human resources management typically necessitates significant alterations in business culture and behavior (Jordão et al, 2014). The reluctance to embrace change, particularly among management or staff with more traditional mindsets, might impede the adoption of sustainable practices (Song et al, 2023). To overcome resistance and foster a culture that promotes sustainable activities, it is imperative to enhance awareness, education, and communication.…”

Section: Introductionmentioning

confidence: 99%

Trend of the Research on Green Human Resources Management and Environmental Sustainability: A Bibliometric Analysis

Lubis,

Sasmita,

Hardi

et al. 2024

Proceedings of the 2nd International Conference on Environmental, Energy, and Earth Science, ICEEES 2023, 30 October 2023, Peka

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Global consciousness on environmental concerns is on the rise. There is a growing recognition among individuals, organizations, and governments of the significance of incorporating sustainable and eco-friendly practices into everyday activities, including the management of human resources. The objective of this research is to encourage firms to increasingly prioritize sustainable practices in employee career development. They provide development and training opportunities that specifically target knowledge and skills related to sustainable practices. Furthermore, corporations may perceive promotions or employment opportunities pertaining to sustainable practices as a means of recognition and professional growth. Bibliometric analysis employs technologies such as Fox Viewer and posting on Perish. The research findings indicate that implementing environmentally conscious personnel management practices contributes to the creation of a conceptual framework that integrates environmental and sustainability factors into personnel management. This model facilitates comprehension of the correlation between HRM practices and sustainable objectives, directs the formulation of more sustainable strategies and policies, and generates pragmatic suggestions for organizations to implement sustainable HRM practices. The primary constraint is the restricted or fragmented accessibility of data. Obtaining pertinent data for studies on green human resource management may pose challenges due to its limited availability or lack of openness. In addition, there is also the potential for bias in the existing data, such as data that only encompasses a portion of the population or specific organizations.When doing research on environmentally friendly human resource management, it is important to take into account the various organizational contexts, such as variances in size, industry sector, organizational culture, and other characteristics. This can impede the ability to formulate sweeping generalizations or derive overarching conclusions that can be universally applied across many circumstances.

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Section: Introductionmentioning

confidence: 99%

Trend of the Research on Green Human Resources Management and Environmental Sustainability: A Bibliometric Analysis

Lubis,

Sasmita,

Hardi

et al. 2024

Proceedings of the 2nd International Conference on Environmental, Energy, and Earth Science, ICEEES 2023, 30 October 2023, Peka

View full text Add to dashboard Cite

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Catalyzing green change: The impact of tech‐savvy leaders on innovative behaviors

Olya,

Ahmad,

Abdulaziz

et al. 2024

Corp Soc Responsibility Env

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Global corporations face a significant challenge in addressing the lack of green innovation. Thus, this study develops a conceptual model to unveil the role of leader competencies in “smart technology, artificial intelligence, robotics, algorithms” (STARA) in promoting employees' green innovative behaviors. The study strives to analyze the mediating effect of green crafting behavior on the impact of leader STARA competencies on green innovative behavior. Additionally, the study tests the moderating roles of STARA awareness and employee promotion focus on the relationship between leader STARA competencies and green crafting behavior. Data were collected from 319 employees to test the proposed conceptual model using structural equation modeling. Findings reveal that leader STARA competencies drive employee green innovative behavior through green crafting behavior. Furthermore, STARA awareness and employee promotion focus moderate the influence of leader STARA competencies on green crafting behavior. Our research develops practical implications to improve leaders' STARA competencies, which could impact employees' green innovative behaviors.

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Human Resource Management Based on ESG Principles in Entrepreneurship of the Digital Economy to Support Sustainable Development

Kushnareva,

Malinina,

Fedorkova

et al. 2023

Springer Climate

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How does the perceived green human resource management impact employee’s green innovative behavior? —From the perspective of theory of planned behavior

Cited by 12 publications

References 77 publications

Trend of the Research on Green Human Resources Management and Environmental Sustainability: A Bibliometric Analysis

Trend of the Research on Green Human Resources Management and Environmental Sustainability: A Bibliometric Analysis

Catalyzing green change: The impact of tech‐savvy leaders on innovative behaviors

Human Resource Management Based on ESG Principles in Entrepreneurship of the Digital Economy to Support Sustainable Development

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