Resolution of barriers to Green Human Resources Management through its drivers in the textile sector of an emerging economy

Abstract

Green HRM is vital in organizations' sustainability policies, seen as a recent research trend. This paper aims to identify the five most important drivers and critical barriers to Green HRM implementation in Pakistan's textile industry. Data were collected from a group of Pakistan's textile industry experts, and the Fuzzy Delphi and Fuzzy AHP methods were used to examine the results. The findings reveal that the most critical five drivers of Green HRM implementation are improvement in company image, maximum use of resources, reduced waste, stimulation of growth and innovation, top management support, and work-life balance. The results further explore the five critical barriers: difficulty and complexity in green technology adoption, lack of organizational support, employee resistance, and lack of culture and knowledge of individuals. This analysis is valuable to researchers by highlighting research gaps and making specific suggestions on Green HRM research. This study proposes a detailed research structure for future studies, particularly implementation recommendations for Green HRM practices. Organizations should adequately evaluate the green culture and work-life balance of employees. They can also support and engage employees in a green environment and manage organizational sustainability performance. Using different methods, this research may also be carried out in the future, especially comparing the various drivers and barriers of Green HRM of small and large companies in Pakistan. In this research, new barriers and drivers are used in this context. The paper takes a detailed look at analyzing drivers and barriers of Green HRM implementation in an organization through DELPHI and MCDM techniques. This research paper acknowledges that Green HRM implementation's most crucial aspects are the organization's barriers and drivers. An organization applies the DELPHI technique to validate known barriers and drivers of Green HRM execution. This research aims to develop the source of information within the literature on drivers and barriers of Green human resource management execution in an organization and the collection of organizational sustainability performance.

Green HRM: Strategies for Sustainable Business Practices and Employee Engagement

“…Furthermore, Green HRM is linked to promoting pro-environmental behaviors, improving social and economic well-being, and raising awareness about environmental concerns (Miao et al, 2023). It focuses on enhancing company image, maximizing resource utilization, reducing waste, stimulating growth and innovation, and supporting work-life balance to drive environmental sustainability (Miao et al, 2023). Studies have shown that incorporating Green HRM practices can lead to improved employee commitment, which in turn contributes to better sustainable firm performance (DIN, 2023).…”

“…These practices not only promote environmental performance but also foster a green organizational culture and encourage environmentally friendly behaviors among employees (Gilal et al, 2019). Critical drivers for successful Green HRM implementation include enhancing company image, maximizing resource utilization, waste reduction, fostering growth and innovation, top management support, and promoting work-life balance (Miao et al, 2023).…”

“…Identified obstacles include a lack of knowledge, inadequate rules and support, high costs, and employee turnover, which impede the effective application of Green HRM practices within enterprises (Tsymbaliuk et al, 2021). Barriers such as the complexity of green technology adoption, lack of organizational support, employee resistance, and insufficient cultural knowledge further hinder the successful implementation of Green HRM (Miao et al, 2023). Despite these challenges, employees' intrinsic motivation influenced by green values embedded in organizational practices like Green HRM can drive positive environmental behaviors (Fawehinmi et al, 2020).…”

“…The perception of green HRM differs between management and employees, with management emphasizing economic well-being and sustainability, while employees may prioritize work-life balance and environmental concerns (Saeed et al, 2018). Studies have identified barriers to the implementation of green HRM practices, including technical, financial, and organizational challenges such as difficulties in adopting green technologies, lack of organizational support, employee resistance, and inadequate knowledge and culture within the organization (Miao et al, 2023).…”

“…Additionally, barriers and drivers play a crucial role in the implementation of Green HRM (Miao et al, 2023). By identifying and addressing barriers such as resistance to change, lack of resources, or inadequate leadership support, organizations can create a conducive environment for the adoption of green practices.…”