Mediating role of organizational attractiveness on the relationship between green recruitment and job pursuit intention among students of Universiti Teknologi Malaysia

What’s Next for Green Human Resource Management: Insights and Trends for Sustainable Development

“…In spite of various reflections/ dimension in Green HRM paradigm, literature has unanimously debated six most important reflections which are green recruitment, green selection, green training, green development, green performance management and green rewards and compensation. Contrary to this, the conceptualization of Green HR reflected on various aspects, for instance enhancing environmental performance [29], organizational attractiveness [30], development of employee green behavior [31]. Moreover Jackson, Renwick [5] also conceptualized green HR and indicated to merge its functions with environmental management.…”

“…But on the other hand majority of the firms have not fully executed the green HRM practices [35] and among all the reflections on Green HRM as elaborated above green training was mostly executed in various organizations this is because Jabbour [36] considered it as a requirement to pursue environmental management tasks and Zoogah [37] assisted to apply this practice to transform employee behavior into green behavior to meet environmental objectives. On the other hand from the perspective of potential candidates to join green firm Khan and Noorizwan Muktar [30] elaborated that there are psychological and social and contextual processes that shapes employees attitudes. Therefore, the employers and managers must keep in mind that during the recruitment and training of employees these processes must be considered.…”

“…Various scholars have identified the effects of this novel paradigm on multiple organizational and employee outcomes and found that green HRM is the foundation of getting competitive advantage and attracting quality employees. For example Khan and Noorizwan Muktar [30] performed empirical study on Malaysian students and found that green HRM is a source of attracting talented candidates, Chaudhary [44] tested a serial mediation model in which green HRM affected students intention to join green firms, Kim, Kim [45] from the employee centered approach studied green HR and found that it positively effects environmental performance and employee green behavior. Saeed, Afsar [46] confirmed that green HRM effects pro environmental behaviors of employees.…”

“…Zoogah [37] Worked on cognitive processing approach with respect to managers in the execution of Green HRM Jackson and Seo [58] Discussed real world issues by merging environmental sustainability and strategic human resource management. Jabbour and Santos [14] The study proposed an integrated model by explain the dimensions of Green HRM like Green HR participation, Green shortlisting, green training green performance appraisals, green compensation along with management review, environmental policy, teamwork, organizational culture RQ2: Applications/Execution of Green HRM Khan and Noorizwan Muktar [30] Gave empirical evidence on the perception of students in join green organizations through green recruitment and provided justification that there are psychological thoughts that shape student's behavior to join environment responsible firms Leidner, Baden [59] The study revealed that there are contextual situations which impact the Green HRM practices Dubey and Gupta [60] The study exposed green training proved to be the most important application in executing environment friendly practices in the corporations Jain and D'lima [61] The study elaborated how green HRM is perceived by the eye's generation Y, though application of green hiring, green performance management, green rewards and recognitions Nobari, Seyedjavadin [62] Proposed 12 factors in implementing Green HRM practices and training, recruitment and rewards were considered pioneers for executing green HRM practices Mishra [63] The study revealed the presence of Green HRM practices in Indian manufacturing sector but the applications of these practices remain blur Guerci and Carollo [64] The study revealed 8 types of paradoxes professed by organizations and puts light on the green HRM practices at organizational level Haddock-Millar, Sanyal [34] The study provides the cross-country comparison of three European counties by discussing environmental management from the perspectives of peoples [65] the study emphasized to link HRM and sustainability and concluded that application of green HRM comes with positive effects Mishra, Sarkar [33] The study revealed the application of Green HRM practices to meet sustainable development goals in India Dias-Angelo, Jabbour [35] The study exposed that Environmental training needs to be incorporated in the hotel industry and the connection between HRM and environmental objectives are not clear Saturnino Neto, José Chiappetta Jabbour [66] To develop low carbon products and to mitigate the harmful impact on climate change, environmental training is imperative RQ3: Factors of Green HRM Yu, Chavez [67] the study revealed that environmental cooperation with suppliers significantly impacts GHRM Obeidat, Al Bakri [41] Environmental orientation along with the top management support determines Green HRM scholarship Singh, Giu...…”

“…Moreover studies in develop nations made a cross cultural comparison for instant, Haddock-Millar, Sanyal [34] merge three countries UK, Germany and Sweden to judge the execution of green HRM practices. As far as the developing nations are concerned majority of the studies were conducted on the effects of green HRM at employee and firm level [30,41,45,50,75]. In short, this variety of distribution to study Green HRM from different perspectives shows the importance of this concept as well as their concern towards to growing environmental issues.…”