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Author:   Pascal Paillé
Publisher:   Springer International Publishing AG
Imprint:   Palgrave Macmillan
Edition:   1st ed. 2022
Weight:   0.479kg
ISBN:  

9783031065576

ISBN 10:   3031065573
Pages:   231
Publication Date:   06 September 2022
Audience:   Professional and scholarly ,  Professional & Vocational
Format:   Hardback
Publisher's Status:   Active
Availability:   Manufactured on demand  
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Table of Contents

Chapter 1 - Green Human Resource Management: Introduction and OverviewAuthor: Pascal Paillé Abstract. This chapter provides a brief introduction to the essays in this volume. The main motivations for the book are set out, and connections are made to the Sustainable Development Goals. To avoid repeating points made in the concluding chapter, which offers a comprehensive summary view of the preceding chapters, the following pages will be limited to a short overview of the topics investigated in each essay. Keywords: Green HRM, motivation, introduction, overview.     Chapter 2 - Green Employability: Re-shaping Individual career perspective Author: Gunjan Joshi Abstract. This chapter explains how green skills, green attitudes, and green competencies shape an individual's green employability. A lot has been said about the training, skills, competencies, attitudes, creativity in the green literature. However, little has been discussed regarding how these variables influence individual employability in light of the green approach. This chapter will introduce a new approach to employability which is 'green employability.' Keywords: Green Employability, green competencies, individual career perspective   Chapter 3 - Modeling Green Human Resource Management and Attraction to Organizations Author: Richa Chaudary Abstract. To address the gaps with regard to information on the influence of green human resource management on prospective employee outcomes, this study attempts to examine the effect of green human resource management on three different indicators of organizational attraction i.e. organizational prestige, organizational attractiveness, and job pursuit intentions. Apart from examining the direct effects, this study endeavors to look into the psychological processes and boundary conditions underlying the relationship of green human resource management with job pursuit intentions by assessing the role of organizational prestige and organizational attractiveness as mediators and environmental orientation as moderator. The study uses a two-sample experimental research design to test the hypothesized research model. Green human resource management was found to exercise significant positive influence on job pursuit intentions and the relationship was mediated by organizational prestige and organizational attractiveness. In contrast to our expectations, personal environmental orientations of potential applicants failed to moderate the association of green human resource management with organizational attraction. This study establishes green human resource management as an important strategy for enhancing corporate reputation and contributes to limited micro-level literature on sustainable human resource management from the perspective of prospective recruits in an emerging economy.  Keywords: Job pursuit intentions, organizational prestige, organizational attractiveness     Chapter 4 - Pathways towards sustainability: The role of green human resource management Authors: Jing Yi Yong, Mohd Yusoff Yusliza, & Noor Hazlina Ahmad Abstract. The concept of sustainability has received growing recognition with an underlying assumption that developing such strategies foster company longevity. An emphasis on sustainability encouraged the companies across the industries in seeking new business approaches, such as green human resource management to remain competitive and sustainable in the dynamic business world of today. Green human resource management increases environmental awareness, ensure compliance of international environmental regulations and help the companies align their business strategies with the environment, which may lead to a greater impact on sustainability. Building upon resource-based theory, this chapter offers useful insights into the positive role of green human resource management in the sustainability of the companies. Keywords: Green HRM, sustainability, performance         Chapter 5 - Green Human Resource Management and Employee Green Behavior: Trends, Issues, Challenges and the way forward. Authors: Olawole Fawehinmi, M.-Y. Yusliza, Khalid Farooq Abstract. A number of studies have shown the role of green human resource management practices in encouraging and influencing employee green behavior, However, more studies need to be done to understand how green human resource management practices can effectively influence employee green behavior. This is because there are inconsistencies in the link between green human resource management practices and employee green behavior and also the need to close up the theory-practice gap. This study sheds light on the gaps based on existing literature and proffers possible ways that can develop an effective link between green human resource management and the practice of employee green behavior. Some highlights in this section will look at the shortcomings of green human resource management practices, most especially green performance management and green reward, and top management support in the organization, and the possible ways to improve implementation. Keywords: Green Human Resource Management, Employee Green Behavior, Transformational Leadership     Chapter 6 - A systematic literature review of green human resource management practices and individual and organizational outcomes: the case of pro-environmental behaviour at work Authors: Adolfo Carballo-Penela, Emilio Ruzo-Sanmartín, Paula Álvarez-González, & Nailya Saifulina Abstract. Considering the relevance of green human resource management (GHRM) practices and pro-environmental behaviour topics, the present study provides a systematic literature review on the direct and indirect effects of GHRM practices, paying special attention to the effects on employees’ pro-environmental behaviour. In this task, the Supported Hypothesis Percentage (SHP) measure is used for analysing how relevant GHRM practices are for achieving organizational and individual outcomes. Results show that 82.9% of hypotheses directly linking GHRM practices and outcomes are supported. The highest SHP is found in the hypotheses involving Green motivation, GHRM bundle, Other practices, Employee empowerment, Employee involvement and Training GHRM practices. With regard to relationships between GHRM practices and pro-environmental behaviour at work, we have found that researchers have mainly considered environmental mediators, paying little attention to non-environmental mediating mechanisms. Results also show differences in the influence of different GHRM practices on PEBW through different mediating mechanisms. Keywords: GHRM bundle, pro-environmental behaviour at work, systematic literature review Chapter 7 - Green Human Resources in Latin-American Organizations: A review of the state-of-the-art and future directions Authors: Charbel Jose Chiappetta Jabbour, Adriano Alves Teixeira, Nelson Oliveira Stefanelli, Abbas Mardani   Abstract. Latin America is well known for its rich biodiversity and key role its ecosystem plays in securing a more sustainable development. Latin America countries have experienced rapid political and economic change over recent years. A number of these changes affect the way that organizations in Latin America consider sustainability as a management priority, and what is the role of HRM in promoting a sustainability agenda within organizations. In this context, one of the most important recent developments in Latin American organizations is the recognition that green human resource management–plays a fundamental role in moving Latin American organizations towards higher levels of sustainability management. The 10 Challenges for Sustainable HR Managers’ is an example of how Latin American countries can inspire the HR managers and scholars around the world to pursue a greener human resource management. However, a systematization of the state-of-the-art literature review on green Human Resources in Latin America is still missing. Thus, the objective of this book chapter is: to systematize the state-of-the-art literature on green Human Resource Management in Latin America, and propose future directions. Keywords: Latin America, green Human Resource Management, state-of-the-art     Chapter 8 - GHRM in Sustainability Reporting: An Exploratory Analysis across Six Countries using the AMO Framework Authors: Lisa Obereder, Michael Müller-Camen, & Douglass W. Renwick Abstract. While green human resource management (GHRM) has become an important research field, it is still unknown how popular this concept is within companies and whether international differences exist. The present exploratory study aims to fill this research gap based on the analysis of sustainability reports from the largest British, Chinese, German, Indian, Japanese and US corporations. Critically examining GHRM reporting with the theoretical lens of the ability, motivation and opportunity model, our emergent phenomenon research reveals a strong emphasis on developing abilities via training and awareness raising, while the reports mention less incentives to motivate employee environmental behavior and staff green opportunities. Due to the neglect of opportunity-enhancing GHRM practices, green involvement and employee voice are very limited, which corresponds to the current critique on GHRM. International and industry differences point to cultural and institutional factors potentially influencing reported GHRM activities. Keywords: GHRM, AMO model, sustainability reporting, cross-national differences   Chapter 9 - What’s Next for Green Human Resource Management? Author: Susan E. Jackson Abstract. This chapter provides more detailed discussions of just a few research gaps in need of greater scholarly attention and fresh insights, namely (1) improved understanding of Individual green human resource management practices, clusters, and bundles, (2) a temporal sequencing of green human resource management practices, (3) examining green human resource management processes to create organization change (4) understanding green human resource management in context, and (5) exploring what’s Next for Green human resource management? Keywords: green human resource management practices, Temporal Sequencing, normological perspective

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Pascal Paillé is a full professor in sustainable human resource management at NEOMA Business school, campus Rouen, France. His research concerns the greening of the workplace at the micro level of consideration, and focuses on green human resource management, and workplace pro-environmental behaviors. His research has been published in the Journal of Business Ethics, Journal of Business Research, International Journal of Human Resource Management, Journal of Environmental Psychology, Business, Strategy and the Environment, Organization and Environment, Journal of Cleaner Production, among others.

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