The moderating effect of big data analytics on green human resource management and organizational performance

Mahmood, Qurat-Ul-Ain; Ahmed, Riaz; Philbin, Simon P.

doi:10.1080/17509653.2022.2043197

Cited by 16 publications

(11 citation statements)

References 73 publications

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“…GHRM is a strategic topic that combines environmental and human resource management objectives. The scope includes a set of policies and practices aimed at protecting the workforce in the organization to maintain and develop intellectual capital through the implementation of HRM with effective and efficient methods (Mahmood, 2022), (Tang et al, 2018), (Renwick et al, 2013a). The definition is also interpreted as the implementation of human resource policies to increase the use of sustainable resources and at the same time promote a protective environment within the organization.…”

Section: Green Human Resource Managementmentioning

confidence: 99%

Examining the Effect of Green Logistics and Green Human Resource Management on Sustainable Development Organizations: The Mediating Role of Sustainable Production in Environmentally Friendly Manufacturing Industries in Indonesia

Setyadi¹,

Akbar²,

Ariana³

et al. 2023

Preprint

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Purpose, This research aimed to examine the effect of green logistics (GL) and green human resource management (GHRM) on the performance of environmentally friendly manufacturing industries oriented towards sustainable development of organizations (SDO) through the role of sustainable production (SP) as a mediating variable. Methodology, A quantitative approach was employed through a standardized questionnaire to obtain data from 110 manufacturing industries in Indonesia that implemented environmentally friendly practices. Advanced statistical techniques, such as Structural Equation Modeling (SEM) and data analysis using Smart PLS (Partial Least Square) version 4 were utilized to analyze the collected data. Findings, The results showed that the model supported the statistical significance of all seven hypotheses and confirmed the direct and mediating effects of GL, GHRM, and SP on SDO. Practical implications, This research added critical insights into the theory and practice of GL and GHRM to realize SDO through the role of SP as a mediator in environmentally friendly manufacturing industries. Originality, This research contributd to the existing literature by adding to the effect of SP mediation on the relationship of GL and GHRM on SDO. There was no previous research that discussed the important role of SP mediation in influencing the relationship between GL and GHRM on SDO.

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Section: Green Human Resource Managementmentioning

confidence: 99%

Examining the Effect of Green Logistics and Green Human Resource Management on Sustainable Development Organizations: The Mediating Role of Sustainable Production in Environmentally Friendly Manufacturing Industries in Indonesia

Setyadi¹,

Akbar²,

Ariana³

et al. 2023

Preprint

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“…They concluded that Green HRM Practices significantly positively linked with organizational success. It is argued that enterprises managers implement green HRM practices to enhance enterprises performance [21] and [6] revealed that all GHRM practices have a significant positive impact on company success in a recent study in Pakistan, an emerging market.…”

Section: Green Hrm and Sustainable Firm Performancementioning

confidence: 99%

“…Due to several reasons such as institutional pressure and environmental restrictions etc, green activities and practices has been a primary focus of all organizations [5,4]. Although green HRM research is undoubtedly still in its development, concepts regarding how employee behaviors and ecological results may be influenced are crucial for developing countries [6,7,1]. Organizations in developing nations have a significant demand for green management methods in addition to conventional approaches, which may be linked to a number of reasons [2].…”

Section: Introductionmentioning

confidence: 99%

Role of employee commitment and individual value in green HRM practices and sustainable firm performance

DIN,

Yang,

Khan

et al. 2023

Second International Conference on Sustainable Technology and Management (ICSTM 2023)

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This study aims to investigate the relationship between green HRM practices, employee commitment, and sustainable firm performance in the service industries. We collected data from 253 managers at different levels through a survey and used structural equation modeling to analyze the data. Our findings show that green HRM practices have a positive and significant impact on firm performance. Moreover, employee commitment plays a mediating role in the relationship between green HRM practices and organizational success. Additionally, we found that green individual values moderated the relationship between employee commitment and sustainable firm performance. This study contributes to the literature by providing insights into the mechanisms through which green HRM practices can enhance firm performance, specifically in the context of China. The results suggest that incorporating green HRM practices can improve employee commitment and ultimately lead to better sustainable firm performance, while considering individual values related to environmental sustainability.

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“…MSMEs possess the capacity to generate noteworthy bene cial effects on the environment and society (Achi et al, 2022) and long-term economic viability (Pangarso et al, 2022). GHRM is an imperative constituent of the environmental management system (EMS) where employees are encouraged to execute their own green HRM activities in the best possible manner (Mahmood et al, 2022). To sustain an edge over others, organizations implementing eco-friendly practices ensure that their employees receive training on sustainability objectives (Malik et al, 2020;Wang, 2019).…”

Section: Introductionmentioning

confidence: 99%

Nexus Between Green Human Resource Management and Environmental Practices: An Empirical Study Using Structural Equation Modelling

Nabi,

Joshi,

Malik

et al. 2023

Preprint

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This study investigates the correlation between green human resource management (GHRM) and environmental practices (EP), paying attention to the mediating effects of environmental awareness (EA) and participative leadership (PL), drawing upon the Stakeholders Capitalism Theory (SCT) and Social Exchange Theory (SET). The data utilized in this investigation was gathered from a sample of 412 participants by distributing a survey questionnaire. The outcomes of the study revealed a substantial link between green human resource management and Environmental Practices. Furthermore, the outcomes of mediation analysis offer evidence supporting the notion that environmental awareness (EA) and participative leadership (PL) partially mediate the link between green human resource management and environmental practices. The findings presented in the present study provide significant recommendations that are of great value to all parties involved.

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The moderating effect of big data analytics on green human resource management and organizational performance

Cited by 16 publications

References 73 publications

Examining the Effect of Green Logistics and Green Human Resource Management on Sustainable Development Organizations: The Mediating Role of Sustainable Production in Environmentally Friendly Manufacturing Industries in Indonesia

Examining the Effect of Green Logistics and Green Human Resource Management on Sustainable Development Organizations: The Mediating Role of Sustainable Production in Environmentally Friendly Manufacturing Industries in Indonesia

Role of employee commitment and individual value in green HRM practices and sustainable firm performance

Nexus Between Green Human Resource Management and Environmental Practices: An Empirical Study Using Structural Equation Modelling

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