Green HRM, green innovation and environmental performance: The moderating role of servant leadership

IF 1.5 Q3 MANAGEMENT

Human systems management Pub Date : 2022-07-16 DOI:10.3233/hsm-220066

Ella Mitta, P. Kaur

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引用次数: 1

Abstract

BACKGROUND: Given the growing issues in environmental management, there is a need to respond to this increasing pressure by implementing the strategy of sustainability like green human resource management. OBJECTIVE: The study focuses on examining the influence of practicing green human resource management activities on environmental performance. The research also explores the interplay of Green HRM, green innovation, and service leadership in influencing environmental performance. METHODS: The technique of SEM analysis was applied to examine the direct and indirect effects. The data was captured from 328 employees of the Indian IT sector. RESULTS: The findings indicated the positive and significant mediating role of green innovation (product and process) between Green HRM and Environmental performance. Servant leadership also moderates their relationship thereby strengthening the positive influence of Green HRM on environmental performance. CONCLUSIONS: The large industries need to upgrade their system to GHRM for embedding green values, culture, and attitudes in the organization. Hiring the employees with environmental consciousness, training, and rewarding them for the promotion of an environmentally friendly culture promote green innovation. These practices with green innovation and servant leadership ensure that green initiatives are instilled in employees for the responsible behavior for positive environmental performance, which is a global need.

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绿色人力资源管理、绿色创新与环境绩效：仆人式领导的调节作用

背景：鉴于环境管理中日益严重的问题，有必要通过实施绿色人力资源管理等可持续发展战略来应对日益增长的压力。目的：研究实施绿色人力资源管理活动对环境绩效的影响。该研究还探讨了绿色人力资源管理、绿色创新和服务领导力在影响环境绩效方面的相互作用。方法：采用扫描电镜分析技术检测其直接作用和间接作用。这些数据来自印度IT部门的328名员工。结果：研究结果表明，绿色创新（产品和过程）在绿色人力资源管理与环境绩效之间具有积极而显著的中介作用。公务员领导也调节了他们之间的关系，从而加强了绿色人力资源管理对环境绩效的积极影响。结论：大型行业需要将其系统升级为GHRM，以便在组织中嵌入绿色价值观、文化和态度。雇佣具有环保意识的员工，对他们进行培训，并奖励他们推广环保文化，促进绿色创新。这些具有绿色创新和仆人式领导的实践确保向员工灌输绿色举措，让他们对积极的环境绩效采取负责任的行为，这是全球的需求。

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

Human systems management MANAGEMENT-

CiteScore

3.50

自引率

30.40%

发文量

期刊介绍： Human Systems Management (HSM) is an interdisciplinary, international, refereed journal, offering applicable, scientific insight into reinventing business, civil-society and government organizations, through the sustainable development of high-technology processes and structures. Adhering to the highest civic, ethical and moral ideals, the journal promotes the emerging anthropocentric-sociocentric paradigm of societal human systems, rather than the pervasively mechanistic and organismic or medieval corporatism views of humankind’s recent past. Intentionality and scope Their management autonomy, capability, culture, mastery, processes, purposefulness, skills, structure and technology often determine which human organizations truly are societal systems, while others are not. HSM seeks to help transform human organizations into true societal systems, free of bureaucratic ills, along two essential, inseparable, yet complementary aspects of modern management: a) the management of societal human systems: the mastery, science and technology of management, including self management, striving for strategic, business and functional effectiveness, efficiency and productivity, through high quality and high technology, i.e., the capabilities and competences that only truly societal human systems create and use, and b) the societal human systems management: the enabling of human beings to form creative teams, communities and societies through autonomy, mastery and purposefulness, on both a personal and a collegial level, while catalyzing people’s creative, inventive and innovative potential, as people participate in corporate-, business- and functional-level decisions. Appreciably large is the gulf between the innovative ideas that world-class societal human systems create and use, and what some conventional business journals offer. The latter often pertain to already refuted practices, while outmoded business-school curricula reinforce this problematic situation.