PurposeThis study explores green human resource management in Pakistan's automobile industry.Design/methodology/approachThe nature of the study is quantitative, with cross-sectional data collected through a survey questionnaire. A convenience sampling strategy is employed to trace employees working in the automobile industry. In total, 400 surveys are distributed, with 190 responses received. The response rate is recorded as 47%.FindingsBy employing structural equation modeling (SEM), the study finds positive and significant effects of green employee involvement (GEI), green compensation and reward (GCR), green performance management (GPM), green training and development (GTD), and green recruitment and selection (GRS) on task-related green behaviors (TRGB), voluntary green behaviors (VGB), and green innovation (GI).Practical implicationsThe study's findings add greater depth to the knowledge about green human resource management (HRM) practices, with a focus on the developing country context. The proposed framework will provide guidelines to policymakers with recommendations on how to influence and implement task-related green behaviors, voluntary green behaviors, and green innovation within green HRM practices.Originality/valueThe conclusions of the study offer empirical confirmation of green HRM practices, task-related green behaviors, voluntary green behaviors, and green innovation in a developing country setting.

Effects of green human resource management practices on green innovation and behavior

The democratisation of online commerce and calls for sustainable fashion consumption have led consumers to turn to consumer-to-consumer (C2C) online platforms for second-hand clothing. Grounded on the Integrative Model of Behavioural Prediction (IMBP), this study sought to establish the necessary motivations affecting one’s attitude and intention towards purchasing second-hand clothing on C2C platforms. Based on the data gathered from 303 users of C2C platforms and analysed using Partial Least Squares Structural Equation Modelling, it was revealed that sustainability motivations, economic motivations, and situational frugality positively affects attitude and in turn attitude, along with perceived norms and self-efficacy determines one’s intention to purchase second-hand clothing on C2C platforms. Furthermore, performance risk and social risk negatively moderates the relationship between attitude and intention to purchase second-hand clothing on C2C platforms. As such, this paper offers theoretical and practical implications for both IMBP and second-hand clothing purchase on C2C platforms. 

Preloved is reloved: investigating predispositions of second-hand clothing purchase on C2C platforms

Abstract The current business environment requires integration of business strategies that incorporate the characteristics and effectiveness of business goals along with environmental and societal interest. This study aims to explore the relationship between ‘green human resource management’ (GHRM) and ‘employee green creativity’ (EGC) in context to tourism and hospitality. Systematic review of the literature and bibliographic analysis are presented to analyse published work on the subject and to identify the research gap for future studies. This article initially shortlisted 52 publications from the Scopus database, but after a detailed screening, only 11 were identified which discusses both the GHRM and EGC in hospitality context. This is the first research to conduct a systematic review and bibliometric analysis of the variables GHRM and EGC in the hospitality domain, and it demonstrates that GHRM has impact on EGC.

The significance of GHRM in fostering hospitality employees’ green creativity: A systematic literature review with bibliometric analysis

Pursuing sustainable development has become a necessity for all types of businesses, including small medium enterprises (SMEs). Owing to the increasing stakeholder pressures towards environmental conservation, innovations may be required given SMEs' limited resources. Drawing upon the resource-based view, this study aims to shed light on how social capital helps small manufacturing firms to innovate, and how innovations, in turn, enhance their environmental performance. Based on data gathered from 203 small Malaysian manufacturers and analysed using partial least squares structural equation modelling (PLS-SEM), the findings emphasised the crucial role of social capital, process innovation and digital innovation in enhancing a small firm's environmental performance. Both process innovation and digital innovation mediate the relationship between social capital and environmental performance, of which digital innovation held a stronger effect. Additionally, findings from the Importance Performance Map Analysis (IPMA) specified that digital innovation has a high importance for environmental performance but showed a low performance. Overall, the model exhibits medium predictive power, and provides theoretical and practical implications for guiding future directions in enhancing the environmental performance of manufacturing SMEs. 

Assessing the influence of social capital and innovations on environmental performance of manufacturing SMEs

To better understand the empirical development of green human resource management (GHRM) research and theories and to provide evidence-based suggestions, the article conducts a systematic review of evidence-based studies within the academic field of GHRM. The review follows the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA) Protocol 2020 to select GHRM-focused and highly qualified articles, published in the final stage by the end of December 2022 and written in English from the Scopus and Web of Science Core Collection databases. Independent assessments of studies were performed by two researchers in the selection and analysis process, and bibliometric and statistical analyses were applied to synthesize the results from 141 articles. The results reveal the increasing interest, diversification, and tendencies of GHRM research and highlight the disequilibrium of research context and methodology, the classification and evolution of research emphasis, the mechanism for theories, the constructs, the measurements, and the framework of the literature. Based on the results, evidence-based recommendations were provided for both practitioners and researchers regarding the context and trend, access and approach, and mechanism and innovation for GHRM development. This review possesses significance as providing the original findings of detailed empirical GHRM research context, the relationships between GHRM practices dimensions and measurements, and the interrelation of theory application and framework design. Despite the discoveries having the potential to offer scholars and practitioners GHRM suggestions with a reliable basis, the authors recognize the scope of the current review is limited and call for verification of current findings with a wider range of studies.

Evidence-Based Green Human Resource Management: A Systematic Literature Review

PurposeSustainable development concern, coupled with changes in the talent landscape, has led to a heightened focus on green human resource management (GHRM). Drawing on attribution theory and conservation of resources theory, this study examined GHRM, leader–member exchange (LMX) and core self-evaluations (CSE) in relation to work engagement together with human resource management (HRM) performance attributions as a mediator.Design/methodology/approachPartial least squares structural equation modelling (PLS-SEM) was used to analyse the data collected from 110 respondents working in ISO 14001 certified organisations in Malaysia.FindingsResults revealed that GHRM and LMX were positively related to HRM performance attributions that were intended to improve employee performance. However, CSE was not found to be related to HRM performance attributions. Consequently, HRM performance attributions were positively related to work engagement. Furthermore, GHRM and LMX had positive indirect effects on work engagement through HRM performance attributions as a mediator.Research limitations/implicationsSince the data collected were from Malaysia only, it limits the generalisability of the results to other regions.Practical implicationsThe findings suggest that organisations should adopt GHRM and train its leaders to forge stronger social bonds with their subordinates to elicit higher work engagement by positively influencing employee attributions on the motives of HRM practices.Originality/valueThis study contributes to the acknowledged gap on GHRM and HRM attributions by examining the non-green employee outcomes of GHRM and the antecedents of HRM performance attributions. This study also contributes by integrating attribution theory with conservation of resources theory to provide the mediation mechanism in linking GHRM and LMX towards higher work engagement through HRM performance attributions as a mediator; thus empirically illustrating the resource gain spirals.

Green human resource management, leader–member exchange, core self-evaluations and work engagement: the mediating role of human resource management performance attributions

Gabriel C.W. Gim

Papers

Green human resource management, leader–member exchange, core self-evaluations and work engagement: the mediating role of human resource management performance attributions