Revisiting the impact of green human resource management practices on the sustainable environmental performance: An emerging economy perspective

Abu Nayeem Mohammad Hasan
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Abstract

The study examined the Green Human Resource Management (GHRM) practices that are significantly influential to the sustainable environmental performance of organizations. The study employed a quantitative method to analyze data, collected from 143 HR professionals of different establishments from ready-made garments & steel industries in Bangladesh. The purpose of the study is to investigate the connection and impact of GHRM practices on organizational sustainable environmental performance, to an extent, to identify the degree of the factor’s stimulus sustainability. Following previous works on this area, the study has revealed significant impacts of green reward & incentives, green training & development, green performance & management, and knowing green HRM, green organizational culture, and insignificant impact of green recruitment & selection on the sustainable environmental performance of organizations. The findings of the study might help HR managers and leaders in the organization by providing a constructive view of HR management practices. Furthermore, the contribution of this paper lies in enriching the scope and depth of green HRM in the emerging sustainable environmental performance of organizations. IIUC Business Review Vol. 7-8, Dec. 2018-19 pp. 123-146
重新审视绿色人力资源管理实践对可持续环境绩效的影响:新兴经济体视角
本研究考察了绿色人力资源管理(GHRM)实践对组织可持续环境绩效的显著影响。本研究采用定量方法分析数据,收集了来自孟加拉国成衣和钢铁行业不同机构的143名人力资源专业人士的数据。本研究的目的是探讨GHRM实践对组织可持续环境绩效的联系和影响,在一定程度上确定该因素对可持续性的刺激程度。在此基础上,本研究揭示了绿色奖励与激励、绿色培训与发展、绿色绩效与管理、绿色人力资源管理、绿色组织文化对组织可持续环境绩效的显著影响,以及绿色招聘与选拔对组织可持续环境绩效的不显著影响。该研究的发现可能会通过提供人力资源管理实践的建设性观点来帮助组织中的人力资源经理和领导者。此外,本文的贡献在于丰富了绿色人力资源管理在新兴的组织可持续环境绩效中的范围和深度。商业评论Vol. 7-8, december 2018-19 pp. 123-146
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