Social:Green human resource management

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Green human resource management (Green HRM or GHRM) emerged as an academic concept from the debate of sustainable development and corporate sustainability.[1] Wehrmeyer (1996) is often stated as laying the foundation with his idea that "if a company is to adopt an environmentally-aware approach to its activities, the employees are the key to its success or failure".[2] One of the most common definitions refers to GHRM as "the HRM aspects of Environmental Management".[3] A broader definition considers GHRM as "phenomena relevant to understanding relationships between organizational activities that impact the natural environment and the design, evolution, implementation and influence of HRM systems."[4]

Some goals of GHRM include alerting employees to global environmental issues through initiating proposal schemes, training employees on greener practices, and encouraging employees to join and find sustainable initiatives.[5]

In May 2011, the German Journal of Human Resource Management published a special issue on GHRM, which comprises five contributions.[6]

GHRM practices

Research in GHRM often deals with concrete GHRM practices that are associated with basic functions in human resource management. In their literature review, Renwick et al. (2016) summarize recruitment and selection, training and development, management development and leadership as practices for developing abilities in environmental management. To motivate employees to behave environmentally friendly, they propose performance management and appraisal, pay, rewards, and organizational culture. Renwick et al. (2016) further mention employment relations and employee engagement as ways to facilitate opportunities for environmental management.[7]

Studies show that GHRM practices are linked to enhanced pro-environmental behavior of individuals[8][9] and improved environmental performance of organizations.[10][11]

See also

References

  1. ↑ Matthews, Brian; Obereder, Lisa; Aust, Ina; Müller-Camen, Michael (2018). Renwick, Douglas W. S.. ed. Competing Paradigms: Status-quo and Alternative Approaches in HRM. Abingdon, Oxon; New York: Routledge. pp. 116–134. ISBN 9780367376871. 
  2. ↑ Wehrmeyer, Walter (1996). Wehrmeyer, Walter. ed. Introduction. Sheffield: Greenleaf Publishing. pp. 11–32. ISBN 9781874719151. 
  3. ↑ Renwick, Douglas W. S.; Redman, Tom; Maguire, Stuart (2013). "Green Human Resource Management: A Review and Research Agenda*" (in en). International Journal of Management Reviews 15 (1): 1–14. doi:10.1111/j.1468-2370.2011.00328.x. ISSN 1468-2370. https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1468-2370.2011.00328.x. 
  4. ↑ Ren, Shuang; Tang, Guiyao; E. Jackson, Susan (2018-09-01). "Green human resource management research in emergence: A review and future directions" (in en). Asia Pacific Journal of Management 35 (3): 769–803. doi:10.1007/s10490-017-9532-1. ISSN 1572-9958. https://doi.org/10.1007/s10490-017-9532-1. 
  5. ↑ Dimitrov, K. (2021). "Green Human Resources Management: Linking and Using Green Practices for Sustainable Business Organizations". Trakia Journal of Sciences 19 (Suppl.1): 276–281. doi:10.15547/tjs.2021.s.01.040. ISSN 1313-3551. 
  6. ↑ Jackson, Susan E.; Renwick, Douglas W. S.; Jabbour, Charbel J. C.; Muller-Camen, Michael (2011-05-01). "State-of-the-Art and Future Directions for Green Human Resource Management: Introduction to the Special Issue". German Journal of Human Resource Management: Zeitschrift für Personalforschung 25 (2): 99–116. doi:10.1177/239700221102500203. ISSN 2397-0022. https://doi.org/10.1177/239700221102500203. 
  7. ↑ Renwick, Douglas W. S.; Jabbour, Charbel J. C.; Muller-Camen, Michael; Redman, Tom; Wilkinson, Adrian (2016-01-19). "Contemporary developments in Green (environmental) HRM scholarship". The International Journal of Human Resource Management 27 (2): 114–128. doi:10.1080/09585192.2015.1105844. ISSN 0958-5192. https://doi.org/10.1080/09585192.2015.1105844. 
  8. ↑ Kim, Yong Joong; Kim, Woo Gon; Choi, Hyung-Min; Phetvaroon, Kullada (2019-01-01). "The effect of green human resource management on hotel employees' eco-friendly behavior and environmental performance" (in en). International Journal of Hospitality Management 76: 83–93. doi:10.1016/j.ijhm.2018.04.007. ISSN 0278-4319. https://www.sciencedirect.com/science/article/pii/S0278431917306588. 
  9. ↑ Pham, Nhat Tan; Tučková, Zuzana; Chiappetta Jabbour, Charbel José (2019-06-01). "Greening the hospitality industry: How do green human resource management practices influence organizational citizenship behavior in hotels? A mixed-methods study" (in en). Tourism Management 72: 386–399. doi:10.1016/j.tourman.2018.12.008. ISSN 0261-5177. https://www.sciencedirect.com/science/article/pii/S0261517718303121. 
  10. ↑ Daily, Bonnie F.; Bishop, John W.; Massoud, Jacob A. (2012-04-20). "The role of training and empowerment in environmental performance: A study of the Mexican maquiladora industry" (in en). International Journal of Operations & Production Management 32 (5): 631–647. doi:10.1108/01443571211226524. ISSN 0144-3577. https://www.emerald.com/insight/content/doi/10.1108/01443571211226524/full/html. 
  11. ↑ Roscoe, Samuel; Subramanian, Nachiappan; Jabbour, Charbel J. C.; Chong, Tao (2019). "Green human resource management and the enablers of green organisational culture: Enhancing a firm's environmental performance for sustainable development" (in en). Business Strategy and the Environment 28 (5): 737–749. doi:10.1002/bse.2277. ISSN 1099-0836. https://onlinelibrary.wiley.com/doi/abs/10.1002/bse.2277. 



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