دانلود رایگان مقاله انگلیسی تحقیقات مدیریت منابع انسانی سبز در حال ظهور - نشریه اشپرینگر

Abstract

The growing awareness of and regulations related to environmental sustainability have invoked the concept of green human resource management (GHRM) in the search for effective environmental management (EM) within organizations. GHRM research raises new, increasingly salient questions not yet studied in the broader human resource management (HRM) literature. Despite an expansion in the research linking GHRM with various aspects of EM and overall environmental performance, GHRM’s theoretical foundations, measurement, and the factors that give rise to GHRM (including when and how it influences outcomes) are still under-specified. This paper, seeking to better understand research opportunities and advance theoretical and empirical development, evaluates the emergent academic field of GHRM with a narrative review. This review highlights an urgent need for refined conceptualization and measurement of GHRM and develops an integrated model of the antecedents, consequences and contingencies related to GHRM. Going beyond a function-based perspective that focuses on specific HRM practices and building on advances in the strategic HRM literature, we discuss possible multi-level applications, the importance of employee perceptions and experiences related to GHRM, contextual and cultural implications, and alternative theoretical approaches. The detailed and focused review provides a roadmap to stimulate the development of the GHRM field for scholars and practicing managers.

Conclusion

This review has synthesized scholarly inquiry into GHRM since Renwick et al. (2008) presented the seminal review work that laid the foundation for the recent GHRM research. The first objective of the review—conceptually linking various treatments of the GHRM concept to its origins and evolution—reveals an urgent need to provide clarity to the concept of GHRM, and thereby supports the development of a systematic and valid GHRM instrument that has cross-cultural validity. The second objective of this review—evaluating theoretical perspectives—proved more difficult. Owing to the relatively young age of GHRM as a field, there is not yet sufficient variety in the theoretical perspectives utilized to assess which are likely to prove most useful for future development. Strategic HRM seems to be the dominant meta-theory for the foundation of GHRM, yet the field of strategic HRM itself has been criticized as lacking theoretical depth and sophistication (e.g., Guest, 1997, 2011). However, this weakness creates various opportunities for innovative and important research in the GHRM field. Our third objective for this review—integrating empirical evidence that explains GHRM-related phenomena—reveals a fast-growing GHRM literature with many issues still unanswered. Our proposed framework highlights and organizes several likely antecedents, consequences, and contingencies of GHRM and positions GHRM systems within an organization’s wider management context. With the continued awareness of environmental sustainability, GHRM is now clearly a legitimate field of academic pursuit. It has the potential to offer new insights into transformation of the forms and means of management, employment, and organizing not only in Asia, but across the world.