دانلود رایگان مقاله انگلیسی مطالعه تجربی رفتارهای محل کار سبز - وایلی 2017

Green human resource management contributes to an understanding of the role of human resource management (HRM) towards sustainability and environmental outcomes. This paper assesses employees’ environmental knowledge as well as self-perceptions of ability, motivation and opportunity (AMO) to practise green behaviours by operationalising the AMO framework towards a pro-environmental agenda. The study draws on a survey sample of 394 employees from five organisations in regional Australia. Key findings show that pro-environmental AMO are positively associated with green behaviours and that these are more prevalent at home than in the workplace. Further, line managers moderate the relationship between pro-environmental AMO and green behaviour although not the relationship between environmental knowledge and green behaviour. Such benchmark measurement informs HRM policies, practices and interventions and contributes to environmental management.

Conclusion

The aim of this mixed method study was to contribute to the GHRM literature by operationalising the AMO framework towards a green agenda to assess employees’ environmental knowledge, ability, motivation and opportunity to practise green behaviours using a self-report survey. RBV has been applied to a wide range of phenomena and in our study we argued for its relevance to pro-environmental AMO. A benchmark measurement on which to base future progress towards achieving green behaviours and sustainability has been provided. Results indicate that GHRM efforts should support staff to develop environmental knowledge, ability and motivation as well as provide opportunities to facilitate greater sustainability. The pro-environmental AMO tool contributes to organisational learning in the green domain suggesting it can contribute to competitive advantage by identifying where abilities, opportunities or motivations are enhanced towards greener attitudes and behaviours. Hence, GHRM practices and quality environmental management systems that facilitate learning become valuable to firms and the use of an AMO diagnostic tool would support this potential. Although further research is necessary, the instrument offers pre-and post-measurement to direct green training and development initiatives. The study method may also inform on specific GHRM interventions most appropriate and effective in engaging employees’ actions that accomplish greater sustainability within the workplace. Subsequent change may spillover into sustainable behaviours practised at home which, we argue, should be encouraged through HRM.