Reward for environmental performance: using the Scanlon Plan as catalyst to green organisations

Massoud, Jacob A.; Daily, Bonnie F.; Bishop, James W.

doi:10.1504/ijewe.2008.022255

Cited by 25 publications

(19 citation statements)

References 70 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Previous literature supports that empowered workforce leads to motiva- Conger and Kanungo (1988), Daily and Bishop (2012), Daily and Huang (2001), Daily et al (2007), Denton (1999), Enander (1990), Fernandez et al (2003), Forman (2001), Govindarajulu and Daily (2004), Hanna et al (2000), Jabbour, Santos, F. C. A., and Nagano, M. S., (2008), Kamalian et al (2010), Kitazawa (2000), Klassen (1993), Laabs (1992, Mandip (2012), Massoud et al (2009), Matthews et al (2003, Quinn and Spreitzer (1997), Ramus (1997), Ramus (2001), Remmen (2000), Rothenberg (2003), Sharma (1999), Shrivastava (1995), Spreitzer (1997) Employee empowerment in terms of employee involvement (participation) will be beneficial for motivating them in order to pursue organizational environmental tasks 2 Argyris (1998) Empowering right people is necessary 3 Mishra and Spreitzer (1998) Empowerment influences required eco-changes as it raises assessments needed for dealing this 4…”

Section: Discussionmentioning

confidence: 94%

“…A literature review showed a positive outcome in terms of an organization's environmental performance with respect to teamwork, because it successfully endorses collaboration and solves issues (Daily and Huang 2001;Massoud et al 2009;May and Flannery 1995). In several cases, employee participation teams, or "green teams", come into existence for environmental problem (Beard and Rees 2000;May and Flannery 1995).…”

Section: "Green Employee Empowerment" As Potential Mediatormentioning

confidence: 99%

See 1 more Smart Citation

Green employee empowerment: a systematic literature review on state-of-art in green human resource management

2014

View full text Add to dashboard Cite

Being a member of the society, it is evident that the organization has to operate like a team player; cue the influx of the green management concept. The study focuses on the second aspect of the green human resources management definition, which is preservation of knowledge asset and specifically addresses the novel concept of "Green employee empowerment" as a mediator. The research paper focuses on integrating and systematically arranging literature regarding motivating employees to pursue green tasks, as mediated by green employee empowerment. Literature supports that employees must be encouraged, empowered, and eco-conscious in order to take responsibility of green management tasks, which is core dilemma in today's world. Green empowered employees is a novel concept as introduced by this research paper but also has strong literature support stemming from the concept of "employee empowerment". The unit of analysis was previous available research studies relevant to the topic (their findings are included). Both the service and manufacturing sectors was focused and data was collected from ISI web of knowledge. Additionally, the search mostly focused on updated knowledge and only focused on 104 of recent and relevant studies. The study concluded that empowered employees are more motivated to perform environmental tasks which pay to be green. Human resources are truly the back bone of any successful organization, so motivated green workforce has a deep influential effect on social organizational profitability and productivity.

show abstract

Section: Discussionmentioning

confidence: 94%

Section: "Green Employee Empowerment" As Potential Mediatormentioning

confidence: 99%

Green employee empowerment: a systematic literature review on state-of-art in green human resource management

2014

View full text Add to dashboard Cite

show abstract

“…Existing workforce is already acquainted to the existing organizational culture and is likely to resist any organizational changes. Based on the established policies, strategies, and organizational commitment towards the employees, most of the workers will be committed towards the delivery of the particular organizational objectives (Massoud, Daily, & Bishop, 2008). An important point to note is that organizations should continuously communicate their goals and objectives to the employees regarding any potential changes in an organization (Opatha & Arulrajah, 2014).…”

Section: Making Awareness Of Guidelines To Existing Workforcementioning

confidence: 99%

A Study on Implications of Implementing Green HRM in the Corporate Bodies with Special Reference to Developing Nations

Ramasamy¹,

Inore²,

Sauna³

2017

IJBM

View full text Add to dashboard Cite

Green Human Resource Management (GHRM) is very critical in helping different organizations achieve environmental sustainability. This is a novel concept in relatively many organizations and especially those in the developing countries. Although more effort is required to help organizations in the implementation of the green policy, some of these organizations have already embraced the concept and have been utilizing it in some or all their Human Resource Management (HRM) practices. The main HRM practices generally include recruitment and selection, training and development, performance management and appraisal, compensation and reward, empowerment and participation, and the management of the organizational culture. This shows that HRM has a major role to play in helping turn their particular organizations green. This sets the basis of this paper, which utilizes the desk research but proposes further research in the area considering that it is still a green concept in the field of HRM. For the purpose of this paper, the terms businesses, companies, organizations, and firms will be used interchangeably.

show abstract

“…Proactive environmental behaviour and environmental initiatives originating from private life can be advanced by incentives and rewards (e.g. Daily & Huang 2001;Massoud, Daily, & Bishop, 2008;Ramus, 2001). It is imaginable that employees get specific times off to push forward their own environmental projects within the corporation or their engagement in environmental organizations (corporate volunteering) (e.g.…”

Section: Green Work-life-balancementioning

confidence: 99%

Green Work-Life Balance: A New Perspective for Green HRM

Muster¹,

Schrader²

2011

German Journal of Human Resource Management: Zeitschrift für Pe

168

121

View full text Add to dashboard Cite

This paper proposes that Green HRM can meet its full potential only by considering employees in their twofold role as producers and consumers. Employees learn different kinds of behaviour not exclusively at the workplace, but also in private life. Since reciprocal interactions between working life and private life occur, a "green work-life balance concept" is suggested to facilitate environmentally friendly behaviour in both life domains. The concept offers chances not only for the environment, but also for the company and its employees by increasing, for example, work motivation and job retention. However, challenges like employees' reactance to allow corporate influence on private life need to be addressed. Green Work-Life-Balance: Eine neue Perspektive für umweltorientiertes Personalmanagement Dieser Beitrag geht davon aus, dass umweltorientiertes Personalmanagement (Green HRM) dann besonders wirkungsvoll sein kann, wenn es die Mitarbeiter in ihrer Doppelrolle als Produzenten und Konsumenten berücksichtigt. Mitarbeiter lernen unterschiedliche Verhaltensweisen nicht nur am Arbeitsplatz, sondern auch im Privatleben. Da Wechselwirkungen zwischen Arbeitsleben und Privatleben unvermeidlich sind, kann das Konzept einer "grünen Work-Life-Balance" umweltfreundliches Verhalten in beiden Lebensbereichen fördern. Positive Effekte für die Umwelt, für Unternehmen und Mitarbeiter sind denkbar, indem zum Beispiel Arbeitsmotivation und Mitarbeiterbindung verbessert werden. Doch auch mögliche Risiken müssen bedacht werden, wie beispielsweise die Reaktanz der Mitarbeiter gegenüber einem Eingriff des Arbeitgebers in ihr Privatleben.

show abstract

Reward for environmental performance: using the Scanlon Plan as catalyst to green organisations

Cited by 25 publications

References 70 publications

Green employee empowerment: a systematic literature review on state-of-art in green human resource management

Green employee empowerment: a systematic literature review on state-of-art in green human resource management

A Study on Implications of Implementing Green HRM in the Corporate Bodies with Special Reference to Developing Nations

Green Work-Life Balance: A New Perspective for Green HRM

Contact Info

Product

Resources

About