Progressing in the change journey towards sustainability in healthcare: the role of ‘Green’ HRM

Abstract

This study is the first that theorises and empirically tests, at the organisational level, the role that ‘Green’ Human Resource Management (HRM) practices play in facilitating employees' collective engagement in environment protection by taking voluntary actions that ‘go the extra mile’. In this regard, we take an original perspective on Environmental Management (EM) as an organisational change that requires strong support from employees. This allows us to investigate the mediating role of collective commitment to change – and specifically to EM – with regard to the relationship between ‘Green’ HRM practices and collective voluntary behaviours towards the environment. Our results show that ‘Green’ HRM practices are conducive to voluntary behaviours towards the environment at the collective level. Moreover, employees' willingness to support their organisation in its EM endeavour partially mediates this relationship. Additionally, by conceptualising three different types of ‘Green’ HRM practices, our results disentangle their relative importance and their differing impact on collective behaviours towards the environment. This paper thus provides scholars of EM and managers with original evidence-based guidelines on how to leverage ‘Green’ HRM to enhance employees' collective attitudes and behaviours towards the environment

The Role of Corporate Support for Employee Volunteering in Strengthening the Impact of Green Human Resource Management Practices on Corporate Social Responsibility in the Egyptian Firms

“…Consistent with expectations, we found a positive relationship between GHRM and adopting CSR practices. This result consistent with the findings of many studies that investigate the critical role of HRM in making organizations more socially and environmentally responsible (Peña‐Vinces and Delgado‐Márquez, ; Tariq et al ., ; Breitbarth et al ., ; Szczepańska‐Woszczyna, ; Consoli et al ., ; Gholami et al ., ; Pinzone et al ., ; Shnayder et al ., ; Teixeira et al ., ; Lopatta et al ., ; Masri and Jaaron, ; Nejati et al ., ).…”

“…For example, Pinzone et al . (), Voegtlin and Greenwood (), Manroop (), Odriozola et al . (), Sampson and Ellis (), Stuebs and Sun (), and Milliman () confirmed the positive link between GHRM and CSR.…”

“…Pinzone et al . () showed that GHRM practices are conducive to voluntary behaviours towards the environment at the collective level to fulfil CSR strategies.…”

The role of sustainable human resource practices in influencing employee behavior for corporate sustainability

“…Organizations can encourage ESB by implementing SHR practices that provide employees with the knowledge, skills and motivation to engage in corporate sustainability (Pinzone, Guerci, Lettieri, & Redman, 2016;Young et al, 2015;Zibarras & Coan, 2015). Using organizational support theory, Cantor et al (2012) explain that human resource practices can shape perceptions of organizational care and appreciation of personal contributions, which can influence employees to adopt sustainable behavior.…”

Green human resource management and job pursuit intention: Examining the underlying processes

“…Like any other construct in its initial stages, most of the GHRM research is at the theoretical level centered on issues related to its conceptualization, measurement, and theoretical foundations. Some of the recent studies have linked GHRM with overall environmental performance and different aspects of environmental management (Masri & Jaroon, ; Paillé, Chen, Boiral, & Jin, ; Pinzone, Guerci, Lettieri, & Redman, ). Majority of the available studies have researched GHRM at the macro and organizational level (Ren et al, ).…”