http://www.isihome.ir/freearticle/ISIHome.ir-21040.pdf

Stakeholder pressure and the adoption of environmental practices: The mediating effect of training

The paper makes a case for the integration of the largely separate literatures of environmental management (EM) and human resource management (HRM) research. The paper categorizes the existing literature on the basis of Ability–Motivation– Opportunity (AMO) theory, revealing the role that Green human resource management (GHRM) processes play in people-management practice. The contributions of the paper lie in drawing together the extant literature in the area, mapping the terrain of the field, identifying some gaps in the existing literature and suggesting some potentially fruitful future research agendas. The findings of the review suggest that understanding of how GHRM practices influence employee motivation to become involved in environmental activities lags behind that of how organizations develop Green abilities and provide employees with opportunities to be involved in EM organizational efforts. Organizations are not using the full range of GHRM practices, and this may limit their effectiveness in efforts to improve EM.

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Green Human Resource Management: A Review and Research Agenda*

The aim of this article is to present the main contributions of human resource management to develop sustainable organizations. The relationship between human resources and organizational sustainability, which is based on economical, social and environmental performance, involves some important aspects concerning management such as innovation, cultural diversity and the environment. The integration of items from the triple bottom line approach leads to developing a model based on a strategic and central posture of human resource management. Based on this model, propositions and recommendations for future research on this theme are presented.

The central role of human resource management in the search for sustainable organizations

Previous studies on green human resource management (GHRM) are mainly positioned at theoretical or qualitative level. There is urgent need to develop a valid measurement of GHRM and then to offer more insights into the implication of it on individual or organizational performance. The aim of this study was to propose and validate an instrument to measure GHRM. Based on exploratory analysis (study 1), it was established that GHRM includes five dimensions: green recruitment and selection, green training, green performance management, green pay and reward, and green involvement. Confirmatory factor analysis (study 2) was used to confirm the factor structure of study 1. The results indicated that the proposed measurement is valid. This study is the first and also the most comprehensive one to measure main human resource practices for environmental management, which can provide broader focus for further research and for practitioners.

Green human resource management practices: scale development and validity

Success of organizational initiatives for environmental sustainability hinges upon employees' proenvironmental behaviors. One of the contemporary important challenges faced by HR professionals is to ensure proper integration of environmental sustainability into human resource policies. The green human resource management (green HRM) has emerged from organizations engaging in practices related to protection of environment and maintaining ecological balance. The aim of this study is to examine the effects of green HRM practices (green recruitment and selection, green training and development, green performance management and appraisal, green reward and compensation, and green empowerment) on employee's proenvironmental behavior. Moreover, this study is going to test the mediating effect of proenvironmental psychological capital and the moderating effect of environmental knowledge on green HRM practices–proenvironmental behavior. Data from 347 employees working in coal generating, power industry, food, chemical, and pharmaceutical industries were collected. Results revealed that green HRM practices positively affected employee's proenvironmental behavior, and proenvironmental psychological capital mediated this link. Employee's environmental knowledge moderated the effect of green HRM practices on proenvironmental behavior.

Promoting employee's proenvironmental behavior through green human resource management practices

Improving environmental awareness training in business

Most on-line news sources are electronic versions of “ink-on-paper” newspapers. These are versions that have been filtered, from the mass of news produced each day, by an editorial board with a given community profile in mind. As readers, we choose the filter rather than choose the stories. New technology, however, provides the potential for personalized versions to be filtered automatically from this mass of news on the basis of user profiles. People read the news for many reasons: to find out “what's going on,” to be knowledgeable members of a community, and because the activity itself is pleasurable. Given this, we ask the question, “How much filtering is acceptable to readers?” In this study, an evaluation of user preference for personal editions versus community editions of on-line news was performed. A personalized edition of a local newspaper was created for each subject based on an elliptical model that combined the user profile and community profile as represented by the full edition of the local newspaper. The amount of emphasis given the user profile and the community profile was varied to test the subjects' reactions to different amounts of personalized filtering. The task was simply, “read the news,” rather than any subject specific information retrieval task. The results indicate that users prefer the coarse-grained community filters to fine-grained personalized filters.

https://web.cs.dal.ca/~shepherd/pubs/profile.pdf

The role of user profiles for news filtering

Many studies of bargaining behavior use an experimental paradigm in which a role play manipulation is contrasted with a “real” social force manipulation. These design changes confound the results because the experiment's social forces are created by two qualitatively different methods (role play versus “reality”) which are not quantitatively controlled. The present study replicates a previous experiment with this paradigm as a control condition and remedies the design problems as an experimental condition. The confounding is evident since a significant difference between control and experimental conditions is found. These results suggest that (1) methodologically, previous studies using the confounded design are tenuous; (2) contextually, loyalty does not have a significantly stronger influence on a negotiator than the need for logic; and (3) the group processes that affect the outcome are not obvious, although three post hoc explanations are proposed for future investigation.

Confounding the Creation of Social Forces Laboratory Studies of Negotiation Behavior

Mealiea (5) indicates, however, that \"there has not been a successful attempt in the TID literature to supply an integrative model designed to guide the TID specialist when fulfilling his/her responsibilities.\" More specifically, the literature is void of any TID model or program which effectively integrates; (a) job analysis, (b) needs assessment, (c) motivational theory, (d) performance appraisals, (e) assessment center technology, (f) feedback, (g) effective training evaluation, and (h) career path/development. To overcome such a weakness, the present authors will describe a TID system which effectively integrates these components.' It is important to note that this system is designed to utilize facilities and TID activities already in place within the organization. This will allow the TID specialist, or interested organization, to introduce the proposed program without discarding what is already available or actually being used. Finally, this following system will have the necessary flexibility which will allow it to be shaped to fit the particular needs of a broad range of organizational settings.

An Integrated Model for Training and Development: How to Build on What You Already Have:

The theory of communities of practice has found much acceptance in the organizational and social sciences literature. Although applied frequently to assess or explain phenomena, it has seen little research to identify the presence of barriers between communities of practice, or even just differences between such entities. Using members of the environmental and business communities, the following study identifies different communities of practice based on their linguistic repertoire. It also shows that members of one community can identify the linguistic content of another community's linguistic repertoire, with attention to business and environmental management. The research not only offers credence to the theory of communities of practice based on their linguistic repertoire, but it also offers avenues for further research in the use of language as a means of identity and segregation in various forms of institutional contexts. Copyright © 2011 John Wiley & Sons, Ltd and ERP Environment.

John F. Duffy

Papers

Improving environmental awareness training in business

The role of user profiles for news filtering

Confounding the Creation of Social Forces Laboratory Studies of Negotiation Behavior

An Integrated Model for Training and Development: How to Build on What You Already Have:

Environmental and Business Communities of Practice: Graduate Students Comparing Community-Relevant Language