Discussion and implications
Recent studies have stated that HRM is necessary in EM (del Brio, Fernandez and Junquera 2007; Paille et al. 2014). However, there are very limited empirical studies on GHRM as there is no systematic and valid instrument for measuring the concept. Although Renwick, Redman and Maguire (2013) discussed the nature and key contents of GHRM, their suppositions has not been tested. Schwab (1980) also emphasized the necessity of developing a GHRM measurement. We developed a theoretically grounded and empirically validated instrument to measure GHRM, based on previous studies. We proved that GHRM includes five dimensions: GRS, GT, GPM, GPR and GI, which can be represented by 18 items. Theoretical and practical implications First, GRS and performance appraisal were examined by Zibarras and Coan from the perspective of employee lifecycles (2015). They stated that candidates with environmental awareness should be selected by the company and then evaluated based on the organization’s green criteria. It has been suggested that individuals are attracted by an organization’s green image in the process of GRS (Behrend, Baker and Thompson 2009).
