دانلود رایگان مقاله انگلیسی مدیریت منابع انسانی سبز در اقتصاد در حال ظهور - نشریه امرالد

Purpose – Drawing on the Resource Based View (RBV) theory, the purpose of this paper is mainly to show how Electronic Human Resource Management (HRM), green employee empowerment, and Human Resource (HR) Business Partner Role may influence Green HRM practices. Design/methodology/approach – A conceptual framework was proposed to test the direct effect of the three independent variables – and key human resource factors – on Green HRM. A selfadministered questionnaire was adopted in a systematic collection of data from manufacturing and service organizations in Malaysia. The partial least squares (PLS) method was used to test the conceptual framework of the study. Findings – The empirical results demonstrate that green employee empowerment has a significant positive relationship with all dimensions of Green HRM practices; the added value of HR Business Partner Role is an important aspect in ensuring the successful implementation of Green HRM practices; and surprisingly, Electronic HRM was not significantly related with all dimensions of Green HRM practices. Originality/value - As revealed by searches of ISI Web of Knowledge and Scopus, there is no similar work which tested a similar framework based on evidence from an emerging economy. Based on RBV, it is possible to suggest that green employee empowerment and the role of HR as a business partner constitute unique resources when adopting Green HRM practices.

9. Conclusions

As an emerging and complex construct, the adoption of Green HRM is influenced by multiple factors. The present study examined the link between Electronic HRM, HR Business Partner Role, green employee empowerment and Green HRM. Some of these factors are “human aspects” that, in light of the RBV theory (Barney, 1991), can play a fundamental role in greening organizations (Jabbour et al., 2017). The results revealed that HR Business Partner Role and green employee empowerment are positively related to all dimensions of Green HRM. Contrary to what has been hypothesized, Electronic HRM did not show any positive relationship with all dimensions of Green HRM. Organizations therefore need to focus more on raising levels of awareness of the importance of green employee empowerment and HR Business Partner Roles among managers. This study has contributed to the body of knowledge on RBV theory by providing some new evidence about the human aspects that can unlock Green HRM practices in emerging economies, taking into account the context of Malaysia. As a consequence, this work adds to the state-of-the-art literature on Green HRM, for instance, Daily and Huang (2001), Jackson et al. (2011), and Renwick et al. (2016) and to the literature on sustainability in emerging economies (Gunasekaran, Jabbour & Jabbour, 2014).