دانلود رایگان مقاله انگلیسی شیوه های مدیریت منابع انسانی سبز - نشریه وایلی

Previous studies on green human resource management (GHRM) are mainly positioned at theoretical or qualitative level. There is urgent need to develop a valid measurement of GHRM and then to offer more insights into the implication of it on individual or organizational performance. The aim of this study was to propose and validate an instrument to measure GHRM. Based on exploratory analysis (study 1), it was established that GHRM includes five dimensions: green recruitment and selection, green training, green performance management, green pay and reward, and green involvement. Confirmatory factor analysis (study 2) was used to confirm the factor structure of study 1. The results indicated that the proposed measurement is valid. This study is the first and also the most comprehensive one to measure main human resource practices for environmental management, which can provide broader focus for further research and for practitioners.

Discussion and implications

Recent studies have stated that HRM is necessary in EM (del Brio, Fernandez and Junquera 2007; Paill
e 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).