ارتباط بین سرمایه فکری سبز و مدیریت منابع انسانی سبز
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ارتباط بین سرمایه فکری سبز و مدیریت منابع انسانی سبز

عنوان فارسی مقاله: ارتباط بین سرمایه فکری سبز و مدیریت منابع انسانی سبز
عنوان انگلیسی مقاله: Nexus between green intellectual capital and green human resource management
مجله/کنفرانس: مجله تولید پاک - Journal of Cleaner Production
رشته های تحصیلی مرتبط: مدیریت
گرایش های تحصیلی مرتبط: مدیریت منابع انسانی، مدیریت عملکرد، تحقیق در عملیات
کلمات کلیدی فارسی: سرمایه فکری سبز، مدیریت منابع انسانی سبز، نظریه دیدگاه مبتنی بر سرمایه فکری، تولید پاک تر
کلمات کلیدی انگلیسی: Green intellectual capital، Green human resource management، Intellectual Capital-based View Theory، Cleaner production
نوع نگارش مقاله: مقاله پژوهشی (Research Article)
نمایه: Scopus -Master Journals List - JCR
شناسه دیجیتال (DOI): https://doi.org/10.1016/j.jclepro.2018.12.306
دانشگاه: INTI International College Penang, 1-Z, Lebuh Bukit Jambul, Bukit Jambul, 11900, Bayan Lepas, Penang, Malaysia
ناشر: الزویر - Elsevier
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2019
ایمپکت فاکتور: 7/096 در سال 2018
شاخص H_index: 150 در سال 2019
شاخص SJR: 1/620 در سال 2018
شناسه ISSN: 0959-6526
شاخص Quartile (چارک): Q1 در سال 2018
فرمت مقاله انگلیسی: PDF
تعداد صفحات مقاله انگلیسی: 36
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: بله
آیا این مقاله مدل مفهومی دارد: دارد
آیا این مقاله پرسشنامه دارد: دارد
آیا این مقاله متغیر دارد: دارد
کد محصول: E11579
رفرنس: دارای رفرنس در داخل متن و انتهای مقاله
فهرست انگلیسی مطالب

Abstract


1- Introduction


2- Literature review


3- Methodology


4- Results


5- Discussion


References

نمونه متن انگلیسی مقاله

Abstract


This research was a pioneering study that examined the relationship between green intellectual capital and green human resource management. A quantitative research approach using a mail survey was employed to get insights from 112 large manufacturing firms in Malaysia. Partial Least Squares Regression Analysis was employed to examine the proposed relationship. The results indicated that green human capital and green relational capital influenced green human resource management. Surprisingly, green structural capital was not significantly related to green human resource management. As revealed by searches of ISI Web of Knowledge and Scopus, no similar work has tested a similar framework based on evidence from all over the world.


Introduction


The notion of being green has gained attention from both scholars and industry practitioners over the past few decades. In academic circles, research has grown steadily from a general deliberation on green business into “greening” the functional areas within an organization that include green purchasing (Zhang, Li, Cao & Huang, 2018), green supply chain management (Kazancoglu, Kazancoglu, & Sanak, 2018; Zaid, Jaaron, & Bon, 2018), green innovation (Li, Zhao, Zhang, Chen, & Cao, 2018), green finance (Ng, 2018), green management (Mustapha, Abdul Manan, & Wan Alwi, 2018), green information technologies (Przychodzen, Gomez-Bezares, & Przychodzen, 2018), and green human resource management (HRM) (Renwick, Redman, & Maguire, 2013; Zaid et al., 2018). Businesses operate in a highly competitive global economy in which they must not only be efficient and deliver value, but also must be responsible, and this includes responsibility towards the environment. The intensification of environmental concerns around the globe has led companies to adopt environmental practices at an increasing rate; and such adoptions can benefit companies becoming “green and competitive”(Carmona-Moreno, Cespedes-Lorente, & Martinez-del-Rio, 2012; El-Kassar & Singh, 2018; Jabbour, Freitas, Soubihia, Gunasekaran, & Jabbour, 2015). In the pursuit of this green agenda, scholars (e.g., Renwick et al., 2013) have argued that human resource management (HRM) plays an important role. Hence, embedding green practices within HRM functions could enhance the likelihood of a firm’s sustainability. In an emerging economy such as Malaysia, the need for a highly efficient workforce with a focus on environmental sustainability is paramount. Emerging economies have become the most important economies in recent years because of the high demand for resources, including human resources, which are being used to boost their gross domestic products (GDP). Researchers have reached a consensus that emerging markets are a main destination for organizations from varying industries around the world (Gaur, Kumar, & Singh, 2014; Popli, Akbar, Kumar, & Gaur, 2016, 2017; Singh, Pattnaik, Gaur, & Ketencioglu, 2017; Singh, 2018a). This is because of the large pool of talents and resources available in these regions. Thus, it is necessary to know more about green HRM in Malaysia because, according to Renwick et al. (2013), the green HRM literature is largely Western However, given the importance of the development of Asian economies, this is an important gap for future studies to reduce.

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