دانلود رایگان مقاله انگلیسی جذب استعدادهای جوان توسط مدیریت منابع انسانی سبز: یک تحلیل تجربی - امرالد 2018

Abstract

Purpose – The purpose of this paper is to examine the effect of perceived green human resource management (GHRM) on job pursuit intention ( JPI) of prospective employees. In addition, an attempt was made to unfurl the underlying psychological mechanisms and illuminate the boundary conditions of the aforementioned relationship by proposing organizational prestige (OP) as mediator and environmental orientation (EO) and gender as moderators. Design/methodology/approach – In total, 172 undergraduate engineering students of a reputed engineering institute in India constituted the sample for this scenario-based study. Direct, mediation, moderation and moderated mediation hypotheses were tested using hierarchical linear regression analysis and bootstrapping procedures in SPSS. Findings – GHRM was found to relate significantly with JPI of prospective applicants and OP mediated the above linkage. EO was found to significantly moderate the association of GHRM with JPI. However, gender failed to add to the understanding of the above relationship. Practical implications – By providing evidence on the psychological processes which the applicants engage in during employer selection, organizations will be able to form appropriate strategies for attracting talent to their organizations. Originality/value – The study addresses the call for research to integrate the diverse disciplines of environmental management and human resource management and provides additional insights into human aspect of environmental sustainability. It advances the sustainable HRM literature by providing comprehensive understanding of how and when GHRM influences prospective employee outcomes.

Conclusions, limitations and scope for future research

This study has certain limitations which open the avenues for future research. First, it uses cross-sectional research design which puts restriction on the limits to which causality can be established among the variables investigated in the study. Therefore, we encourage future researchers to conduct longitudinal studies to gain better insights into the dynamics of relationship among predictor and outcome variables. Second, the study utilizes experimental research design where prospective employees, who were presented with hypothetical company scenarios, were in the best position to provide ratings on their organizational reputation, environmental values and JPIs. However, the use of self-report measures and single source data collection could artificially inflate or deflate the relationship among the study variables due to common method bias (Podsakoff et al., 2012). Yet, common method variance is less likely to have affected the study results. The common latent factor test performed using confirmatory factor analysis in AMOS 24 also showed lower probability of common method variance as the common latent factor model showed poor fit to the data ( χ 2 /df¼ 3.46, GFI¼ 0.625, NFI¼ 0.631, TLI¼ 0.641, CFI¼ 0.657) and explained only 24 percent of the variance. Additionally, we took a number of precautionary measures such as keeping the survey anonymous and introducing proximal separation between the measures via inter-mixing the items of each of the study constructs (Podsakoff et al., 2012). Though this study was conducted in an economic environment full of job opportunities for the engineering graduates, we recommend future work to examine the relationship among study variables in different job conditions characterized by varying combination of demand and supply in the labor market. The dynamics of the investigated set of relationships may change in adverse job market where there are few job opportunities for the fresh engineering graduates. Although final year undergraduate students may soon be in the labor market for jobs, future studies may replicate the above studies with actual labor pool available in the market for better generalization of the study findings. Future studies may also look for alternative mechanisms which may throw additional light on the linkage among study variables. Although we examined gender and value that individuals place on environment as moderators, future studies should look for other individual difference variables such as age, education, personality factors as moderators to delve deeper into the nature of relationships.