Providing a framework for Green HRM

Document Type : Research Paper

Authors

1 MSc in Human Resource Management, Faculty of Management, University of Tehran, Tehran, Iran

2 Prof. of Management, Faculty of Management, University of Tehran, Tehran, Iran

3 Associate Prof. in Management, University of Tehran, Tehran, Iran

4 Associate Prof. in Management, University of Shahid Behashti, Tehran, Iran

Abstract

Abstract: In the past two decades the emphasis on environmental sustainability, social and economic activities and research in the fields of management, has intensified. In line with this trend, human resources management has developed its approach from strategic to sustainable. Green human resource management as a branch of sustainable HRM is a new approach that its goal is environmental sustainability. Because of growing environmental challenges and also, the ambiguity of this approach for Iranian researchers, in this paper we clarify it by providing a framework. We conduct 14 interviews and analysis them by thematic analysis method.

Keywords

References

Bissing-Olson, M. J., Iyer, A., Fielding, K. S. & Zacher, H. (2013). Relationships between daily affect and pro-environmental behavior at work: The moderating role of pro-environmental attitude. Journal of Organizational Behavior, 34(2), 156–175.
Boiral, O. (2009). Greening the corporation through organizational citizenship behaviors. Journal of Business Ethics, 87(2), 221–236.
Boiral, O. & Paillé, P. (2012). Organizational citizenship behavior for the environment: Measurement and validation. Journal of Business Ethics, 109(4), 431-446.
Braun, V. & Clarke, V. (2006). Using thematic analysis in psychology. Qualitative Research in Psychology, 3(2), 77-101.
Dailty, B. F. & Huang S (2001). Achieving sustainability through attention to human resource factors in environmental management, International Journal of operations & production managements, 21(12), 1539-52.
Daily, B. F., Bishop, J. W., & Govindarajulu, N. (2009). A conceptual model for organizational citizenship behavior directed toward the environment. Business & Society, 48(2), 243–256.
Dubois, C. L. Z. & Dubois, D. A. (2012). Strategic HRM as social design for environmental sustainability in organization. Human Resource Management, 51(6), 799-826.
Ehnert, I. (2008). Sustainable Human Resource Management: A Conceptual and Exploratory Analysis from a Paradox Perspective, London: Physica-Verlag: A Springer Company.
Ehnert, I. & Harry, W. (2012). Recent Developments and Future Prospects on Sustainable Human Resource Management: Introduction to the Special Issue. management revue, 23(3), 221-238.
Freitas, W. R. D., Jabbour, C.J.C. & Santos, F.C.A. (2011). Continuing the evolution: towards sustainable HRM and sustainable organizations. Business strategy series, 12(5), 226-234.
Govindarajulu, N. & Daily, B. F. (2004). Motivating employees for environmental improvement. Industrial Management & Data Systems, 104(4), 364–372.
Guerci, M. & Carollo, L. (2016). A paradox view on green human resource management: insights from the Italian context. The International Journal of Human Resource Management, 27(2), 212-238.
Guerci, M., Longoni, A. & Luzzini, D. (2016). Translating stakeholder pressures into environmental performance – the mediating role of green HRM practices. The International Journal of Human Resource Management, 16(2), 262-289.
Guerci, M., Montanari, F., Scapolan, A. & Epifanio, A. (2015): Green and nongreen recruitment practices for attracting job applicants: exploring independent and interactive effects. The International Journal of Human Resource Management, 27(2),129-150.
Gully, S. M., Phillips, J. M., Castellano, W. G., Han, K. & Kim, A. (2013). A mediated moderation model of recruiting socially and environmentally responsible job applicants. Personnel Psychology, 66(4), 935–973.
Harris, C. & Tregidga, H. (2012). HR managers and environmental sustainability: Strategic leaders or passive observers? The International Journal of Human Resource Management, 23(2), 236–254.
Harvey. J., Williams, K., Probert, J. (2012). Greening the airline pilot: HRM and the green performance of airlines in the UK, International Journal of Human Resource Management, 24(1), 1-15.
Jabbour, C. J. C. (2013a). Environmental training in organizations: From a literature review to a framework for future research. Resources, Conservation and Recycling, 74(2), 144–155.
Jabbour, C. J. C., Santos, F. C. A., Nagano, M. S. & Fonseca, M. S. (2013). Green teams: Understanding their roles in the environmental management of companies located in Brazil. Journal of Cleaner Production, 46(4), 58-66.
Jabbour, C. J. C., Santos, F. C. A. & Nagano, M. S. (2010). Contributions of HRM throughout the stages of environmental management: Methodological triangulation applied to companies in Brazil. International Journal of Human Resource Management, 21(7), 1049–1089.
Jabbour, C.J.C. & Santos, F.C.A. (2008a). The central role of human resource management in the search for sustainable organizations, The International Journal of Human Resource Management, 19(12), 2133-2154.
Jabbour, J.C.C & Santos, F.C.A. (2008b). Relationships between human resource dimensions and environmental management in companies: proposal of a model. Journal of Cleaner Production, 16(1), 51-58.
Jabbour. C. J. C. (2011). How green are HRM practices, organizational culture, learning and teamwork? A Brazilian study. Industrial and commercial training, 43(2), 98-105.
Jackson, S. E. & Seo, J. (2010). The greening of strategic HRM scholarship. Organization Management Journal, 7(4), 278–290.
Jackson, S. E., Douglas, W. S. (2011). State-of-the-Art and Future Directions for Green Human Resource Management: Introduction to the Special Issue. German Journal of Research in Human Resource Management, 25(2), 100-116.
Kramar, R. (2013). Beyond strategic human resource management: is sustainable human resource management the next approach? The International Journal of Human Resource Management, 25(8), 1069-1089.
Martinez-Del-Rio, J., Cespedes, Lorente, J. & Carmona-Moreno, E. (2012). High-involvement work practices and environmental capabilities: How hiwps create environmentally based sustainable advantages. Human Resource Management, 51(6), 827–850.
Millar, J., Sanyal, C. & Müller-Camen, M. (2016). Green human resource management: a comparative qualitative case study of a United States multinational corporation. The International Journal of Human Resource Management, 16(2), 192-211.
Muster, V. & Schrader, U. (2011). Green Work-Life Balance: A New Perspective for Green HRM. German Journal of Research in Human Resource Management, 25(2), 140-156.
Norton, T. A., Parker, S. L., Zacher, H., & Ashkanasy, N. M. (2015). Employee green behavior: A theoretical framework, multilevel review, and future research agenda. Organization & Environment, 28(1), 103–125.
O'Donohue, W. & Torugsa, N. (2016). The moderating effect of ‘Green’ HRM on the association between proactive environmental management and financial performance in small firms. The International Journal of Human Resource Management, 27(2), 239-261.
Paille´, P., Boiral, O. & Chen, Y. (2013). Linking environmental management practices and organizational citizenship behavior for the environment: A social exchange perspective. International Journal of Human Resource Management, 24(18), 3552-3575.
Renwick D.W.S., Redman T. & Maguire, S. (2012). Green Human Resource Management: A Review and Research Agenda. International Journal of Management Reviews, 15(1). 1–14.
Renwick, D.W.S. (2012). Call for papers for a special issue of the Green (environmental) HRM, International Journal of Human Resource Management, 23(16), 3498–3499.
Robertson, J. L. & Barling, J. (2013). Greening organizations through leaders’ influence on employees’ pro-environmental behaviors. Journal of Organizational Behavior, 34(2), 176-194.
Stalcup, L.D., Deale, C.S. & Todd, S.Y. (2014). Human resources for environmental sustainability in lodging operations. Journal of Human Resources in Hospitality and Tourism, 13(4), 389–404.
Stanwick, P.A. & Stanwick, S.D. (2008). CEO compensation: does it pay to be green? Business Strategy and the Environment, 10(3), 176–182.
Schuler, R. & Jackson, S. (1987). Linking Competitive Strategies with Human Resource Management Practices. The Academy of Management Executive. 1(3), 207-219.
Ulrich, D. (1997) Human Resource Champions: The Next Agenda for Adding Value and Delivery Results. Harvard Business School Press.
UNEP. (2012). Global environment outlook 5 (GEO): summery of policy makers. United nation environment program.
Unsworth, K. L., Dmitrieva, A. & Adriasola, E. (2013). Changing behavior: Increasing the effectiveness of workplace interventions in creating pro-environmental behavior change. Journal of Organizational Behavior, 34(2), 211–229.
Vidal-Salazar, M. D., Cordon-Pozo, E., & Ferron-Vilchez, V. (2012). Human resource management and developing proactive environmental strategies: The influence of environmental training and organizational learning. Human Resource Management, 51(6), 905–934.
Wagner, M. (2011). Environmental Management Activities and Sustainable HRM in German Manufacturing Firms – Incidence, Determinants, and Outcomes. German Journal of Research in Human Resource Management, 25(2), 158-177.
Wagner, M. (2013). ‘Green’ Human Resource Benefits: Do they Matter as Determinants of Environmental Management System Implementation? Journal of Business Ethics, 114(3), 443-456.
Zibarras, L.D. & Coan, P. (2015). HRM practices used to promote pro-environmental behavior: a UK survey, The International Journal of Human Resource Management, 26(16), 2121-2142.
Zoogah, D.B. (2011). The Dynamics of Green HRM Behaviors: A Cognitive Social Information Processing Approach. German Journal of Research in Human Resource Management, 25(2), 117-139.
Journal of Public Administration
Volume 8, Issue 4
February 2017
Pages 691-710

Files

Share

How to cite

Statistics