The Relationship Between Green Human Resource Management and Environmental Sustainability: A Case Based on State Commercial Bank in Matale District

Wayamba Journal of Management Pub Date : 2020-12-30 DOI:10.4038/WJM.V11I2.7473

R. M. Rushya, D. Dissanayake

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Abstract

Green Human Resource Management (GHRM) has emerged from the participation of companies in environmental conservation activities and ecological balance maintenance. Today, this subject is considered as an evolving and timely topic in Sri Lankan enterprises. But the public banking industry in Sri Lanka is not used much Green HRM practices when considering with private banking industry. This paper aims to find out the relationship between Green HRM & Environmental Sustainability in Bank of Ceylon in Matale district. Furthermore, this study aims to identify the Green HRM functions which they follows. This study was conducted by using 40 managerial employees in fourteen Bank of Ceylon branches in Matale district. This research endowed with exploratory study design pattern and quantitative research approach. Data was collected by survey method. When considering the results, Environmental Sustainability has a positive relationship with Green Job design, Green Recruitment & Selection and Green Training & Development. But the Green Performance & Reward Management has a negative relationship with Environmental Sustainability.

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绿色人力资源管理与环境可持续性的关系——以马塔莱地区国有商业银行为例

绿色人力资源管理(GHRM)是从企业参与环境保护活动和生态平衡维护中产生的。今天，这一主题被认为是斯里兰卡企业中一个不断发展和及时的话题。但是斯里兰卡的公共银行业在考虑私人银行业时，并没有使用太多的绿色人力资源管理实践。本文旨在研究锡兰银行Matale区的绿色人力资源管理与环境可持续性之间的关系。此外，本研究旨在确定他们遵循的绿色人力资源管理功能。本研究以14家锡兰银行分行的40名管理人员为研究对象。本研究采用探索性研究设计模式和定量研究方法。资料采用调查法收集。从结果来看，环境可持续性与绿色职位设计、绿色招聘与选择、绿色培训与发展呈正相关。但绿色绩效与奖励管理与环境可持续性呈负相关。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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Wayamba Journal of Management

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