Environmental training in organisations: From a literature review to a framework for future research
TL;DR: In this paper, the authors present the results of a systematic literature review on environmental training in organizations and present a research agenda with 9 recommendations that may advance the field of environmental training.
Abstract: Although the research on the relationship between human factors and environmental sustainability is slowly progressing, environmental training has attracted the most attention from researchers and practitioners. However, there remains a lack of research that integrates and systematises the available knowledge on organisational environmental training. Environmental training is fundamental to any successful activity of environmental management, conservation and recycling of resources. Thus, the aim of this paper was to present the results of a systematic literature review on environmental training in organisations. The main studies in this area were classified and coded, and a research agenda with 9 recommendations that may advance the field was presented. As a result of the gaps in the current literature, a framework was proposed aiming guide and strengthens the state-of-the-art research on environmental training. Additionally, results show that more research is needed on environmental training, combining training and green human resource management and defining/measuring the objectives of the environmental training actions. Future studies should also consider mixed methodologies and comparative perspectives.
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TL;DR: In this paper, the authors proposed a synergistic and integrative framework for the GHRM-GSCM relationship and to propose a research agenda for this integration, which emphasizes the implications of the integration for scholars, managers, and practitioners in organizational sustainability and truly sustainable supply chains.
452 citations
Cites background from "Environmental training in organisat..."
...…impact requires the support of human resources (Govindarajulu and Daily, 2004; Jabbour et al., 2008); and Environmental training stands out as one of the primary methods through which human resources support environmental management (Daily et al., 2012; Jabbour, 2013; Brío et al., 2008, 2007)....
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...Another GHRM practice that has received substantial attention from scholars is environmental training (Jabbour, 2013)....
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..., 2008); and Environmental training stands out as one of the primary methods through which human resources support environmental management (Daily et al., 2012; Jabbour, 2013; Brío et al., 2008, 2007)....
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...In the field of human resources, the theme of “Green Human Resource Management” (GHRM) has emerged (Jackson et al., 2011; Renwick et al., 2013, 2008), establishing itself as a new line of research (Jackson and Seo, 2010; Ones and Dilchert, 2012; Jackson et al., 2014; Jabbour, 2013)....
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..., 2013, 2008), establishing itself as a new line of research (Jackson and Seo, 2010; Ones and Dilchert, 2012; Jackson et al., 2014; Jabbour, 2013)....
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TL;DR: In this paper, a systematic literature review of the dynamic capabilities for sustainability is presented, with the goal of identifying what kind of dynamic capabilities can be developed to more effectively overcome the emerging sustainability challenges.
312 citations
Cites background or methods from "Environmental training in organisat..."
...…work is based on myriad literature reviews exploring various subjects, such as reverse logistics (Govindan et al., 2015), environmental trining (Jabbour, 2013), operations management (Costa and Godinho Filho, 2016), and sustainable supply chains (Papadopoulos et al.., 2017; Fahimnia et al.,…...
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...For this reason, it was important to analyze the sector studied in each article: a focus on the manufacturing sector or a focus on the service sector (Jabbour, 2013)....
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...C scale, based on the works of Jabbour (2013) and Mariano et al. (2015)....
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...Following works such as Mariano et al. (2015) and Jabbour (2013), the national context represents an important factor to be analyzed, as most of the articles were dedicated to understanding it (Figure 2)....
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...D scale, based on Jabbour (2013)....
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TL;DR: In this article, the authors presented an empirical assessment and measurement of impact of green human resources management practices in manufacturing organizations on environmental performance in the Palestinian context, using both qualitative and quantitative aspects, extracted six main GHRM practices used in manufacturing organisations from literature review and field data through conducting 17 semi-structured interviews with HR managers.
304 citations
Cites background from "Environmental training in organisat..."
...Environmental training stands out as one of the prima y methods through which HRM develops support for EM initiatives (Daily et al., 2007; Brío et al., 2008, Jabbour, 2013)....
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...Many researchers emphasized the importance of using green teams to involve the workforce in green management practices (Jabbour, 2013; Jabbour, 2011)....
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TL;DR: This article presents a comprehensive, well-informed examination, and realistic analysis of deploying big data analytics successfully in companies and presents a methodical analysis for the usage of Big Data Analytics in various applications such as agriculture, healthcare, cyber security, and smart city.
Abstract: Big Data Analytics (BDA) is increasingly becoming a trending practice that generates an enormous amount of data and provides a new opportunity that is helpful in relevant decision-making. The developments in Big Data Analytics provide a new paradigm and solutions for big data sources, storage, and advanced analytics. The BDA provide a nuanced view of big data development, and insights on how it can truly create value for firm and customer. This article presents a comprehensive, well-informed examination, and realistic analysis of deploying big data analytics successfully in companies. It provides an overview of the architecture of BDA including six components, namely: (i) data generation, (ii) data acquisition, (iii) data storage, (iv) advanced data analytics, (v) data visualization, and (vi) decision-making for value-creation. In this paper, seven V's characteristics of BDA namely Volume, Velocity, Variety, Valence, Veracity, Variability, and Value are explored. The various big data analytics tools, techniques and technologies have been described. Furthermore, it presents a methodical analysis for the usage of Big Data Analytics in various applications such as agriculture, healthcare, cyber security, and smart city. This paper also highlights the previous research, challenges, current status, and future directions of big data analytics for various application platforms. This overview highlights three issues, namely (i) concepts, characteristics and processing paradigms of Big Data Analytics; (ii) the state-of-the-art framework for decision-making in BDA for companies to insight value-creation; and (iii) the current challenges of Big Data Analytics as well as possible future directions.
274 citations
TL;DR: In this article, the authors empirically test the distinct role that different green human resource management practices (i.e., green hiring, green training and involvement, and green performance management and compensation) play in mediating the relationship between pressures on environmental issues from two specific external stakeholders (i customers and regulatory stakeholders) and environmental performance.
Abstract: This paper contributes to extant research on green human resource management (HRM) relying on the instrumental value of stakeholder theory, which implies that stakeholders impact on company decisions and their development of organizational resources and performance Following that theory, the study conceives green HRM practices as a set of management processes that companies implement for responding to stakeholder pressures on environmental issues Accordingly with those premises, we empirically test the distinct role that different green HRM practices (ie green hiring, green training and involvement, and green performance management and compensation) play in mediating the relationship between pressures on environmental issues from two specific external stakeholders (ie customers and regulatory stakeholders) and environmental performance Our findings, based on a multi-respondent survey in which the respondents were Human Resource Managers and Supply Chain Managers operating in Italy, confirm the hypothesized mediation model Our results (as well as their implications) are discussed in light of the recent calls to broaden the scope of HRM research, considering the embeddedness of the company in a socio-political context and exploring the role that actors and factors outside the company play in shaping its green HRM practices
253 citations
Cites background from "Environmental training in organisat..."
...…and practitioners have focused most of their attention on green training (such as awareness campaigns, training and induction) and involvement (such as bi-directional communication flows) (Daily and Huang, 2001; Harvey, Williams, & Probert, 2013; Daily, Bishop, & Massoud, 2012; Jabbour, 2013)....
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References
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TL;DR: In this paper, the authors present a literature review on sustainable supply chain management taking 191 papers published from 1994 to 2007 into account, and a conceptual framework to summarize the research in this field comprising three parts.
4,760 citations
TL;DR: In this article, the authors investigated the influence of stakeholder pressure on the adoption of environmental practices in the Spanish automotive industry and showed that these direct effects are further mediated by the level of training in companies.
1,106 citations
TL;DR: In this paper, the authors make a case for the integration of the largely separate literatures of environmental management (EM) and human resource management (HRM) research, and they categorize the existing literature on the basis of Ability-Motivation-Opportunity (AMO) theory.
Abstract: 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.
1,088 citations
TL;DR: In this paper, the authors identify human resource (HR) factors such as top management support, environmental training, employee empowerment, teamwork, and rewards systems as key elements of the implementation process of an environmental management system.
Abstract: Currently, many businesses are implementing a proactive, strategic tool known as an environmental management system (EMS) to gain a competitive advantage. Companies can no longer simply use compliance plans to deal with environmental concerns; consumer demands for greener products and services, and operational efficiencies require long term strategic and sustainable approaches for environmental management. An EMS includes documentation of: commitment and policy; planning; implementation; measurement and evaluation; and review and improvement. Establishment and maintenance of an EMS can be costly and time consuming, therefore implementation should be carefully structured to assure success. This paper identifies human resource (HR) factors such as top management support, environmental training, employee empowerment, teamwork, and rewards systems as key elements of the implementation process of an EMS. Furthermore, the interaction of these factors is examined in terms of the five categories of an EMS mentioned above. Finally, a conceptual model of the EMS‐HR factors is proposed to assist in proper facilitation of the environmental management program.
891 citations
TL;DR: In this article, the authors developed a model of the drivers affecting the implementation of green supply chain management using an Interpretive Structural Modeling (ISM) framework and validated it on a case study involving a manufacturing firm in southern India.
Abstract: Green supply chain management has emerged as an important organizational philosophy to reduce environmental risks. We develop a model of the drivers affecting the implementation of green supply chain management using an Interpretive Structural Modeling (ISM) framework. The various drivers of green supply chain management (GSCM) are identified based on the GSM literature and on consultations with experts in the industry. The model developed is validated on a case study involving a manufacturing firm in southern India.
824 citations