Green human resource management and sustainability: moderating role of absorptive capacity

IF 1.9 Q3 MANAGEMENT

INDUSTRIAL AND COMMERCIAL TRAINING Pub Date : 2024-06-19 DOI:10.1108/ict-02-2024-0013

Abdur Rachman Alkaf, M.Y. Yusliza, Bob Foster, Khalid Farooq, T. Ramayah, Zikri Muhammad

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引用次数: 0

Abstract

Purpose

This research aims to investigate the influence of green human resource management (HRM), with analysis and description of job position, recruitment, selection, training, performance assessment and rewards on sustainability with the resource-based view (RBV) theory as underlying theory. The extent to which absorptive capacity strengthened the “green HRM-sustainability” link as a buffering mechanism was also examined.

Design/methodology/approach

The study model was tested with empirical data gathered from 253 Indonesian oil and gas firms. The elicited data were analysed using structural equation modelling using partial least squares (PLS).

Findings

Resultantly, the (i) analysis and description of job position and (ii) recruitment positively influenced sustainability. Absorptive capacity also influenced the strength of the moderated relationship between (i) recruitment and (ii) training and sustainability.

Originality/value

As far as we know, this is the first study which assigned the moderator role of absorptive capacity in a relationship between green HRM and sustainability in oil and gas firms in Indonesia. Notably, the theoretical and practical implications of applying the empirical outcomes to the oil and gas sector were extensively discussed.

查看原文本刊更多论文

绿色人力资源管理与可持续性：吸收能力的调节作用

目的本研究以基于资源的观点（RBV）理论为基础理论，通过对工作岗位、招聘、选拔、培训、绩效评估和奖励的分析和描述，探讨绿色人力资源管理（HRM）对可持续发展的影响。此外，还考察了吸收能力作为一种缓冲机制在多大程度上加强了 "绿色人力资源管理-可持续性 "之间的联系。研究结果表明，(i) 职位分析和描述以及 (ii) 招聘对可持续性有积极影响。吸收能力也影响了（i）招聘和（ii）培训与可持续发展之间的调节关系的强度。值得注意的是，本研究广泛讨论了将实证结果应用于石油和天然气行业的理论和实践意义。

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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来源期刊

INDUSTRIAL AND COMMERCIAL TRAINING MANAGEMENT-

CiteScore

3.10

自引率

7.10%

发文量

期刊介绍： ■Action learning-principles and practice ■Applications of new technology ■Careers management and counselling ■Computer-based training and interactive video ■Continuing management education ■Learning methods, styles and processes ■Managing change ■Marketing, sales and customer services ■New training and learning methods ■Quality circles, team-working and business games ■Recruitment and selection ■Specialist training-needs and methods ■Youth employment and training ■Topicality Too much training theory takes too long to read and may not have immediate practical advantages.