یک بررسی ادبیات هدفمند در مورد مدیریت منابع انسانی سبز
Abstract
1- Introduction
2- Review method
3- Findings
4- Summary of review and discussion
5- Conclusions, unique contributions, recommendations and further research directions
References
Abstract
Purpose - Green or environmental human resource management (HRM) has in recent years attracted much attention from academia and practitioners all over the world. However, a thorough analysis of green or environmental HRM has not been made so far. To address this gap, the present study provides a systematic and comprehensive literature review. The purpose of this paper is threefold: to review Green HRM literature of various scopes, approaches and contexts; to identify different focus areas in the Green HRM literature; and to propose areas for future research.
Design/methodology/approach - The paper follows a systematic literature review approach. The selected journal articles are categorized on the basis of five focus areas in the Green HRM derived from the extant literature.
Findings - Research has grown significantly over the past 12 years that has focused on Green HRM. A total of 70 articles were reviewed and most of these articles employed quantitative method and were carried out in developing countries. Based on the five focus areas identified in this literature review, the performance outcome of Green HRM at both the organizational level and individual level received the greatest attention from the researchers.
Research limitations/implications - This paper is limited to a review of academic articles obtainable from online databases, containing the words “Green human resource management”, “Green HRM”, “Green human resource”, “Environmental HRM”, “Green training” and “Environmental training” in the title. Additionally, only papers from high quality, peer-reviewed journals were evaluated. Other academic sources such as books and conference papers were not included in this study.
Originality/value - The paper presents a structural overview of 70 peer-reviewed articles published in leading academic journals from 2007 until early 2019. This review provides an increased understanding of the existing state of current research, trends and future research directions in the Green HRM discipline.
Introduction
Countries around the world, be they developed or developing (e.g. Australia, the USA, China, Brazil), have faced a multitude of impacts from the huge demand for a more sustainability-oriented and environmentally friendly agenda; hence, the call has been made for an urgent change and the adoption of green practices. 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 in becoming “green and competitive” ( Jabbour et al., 2012). In the pursuit of this green agenda, scholars (e.g. de Souza Freitas et al., 2012; Jackson et al., 2011; Renwick et al., 2016) have argued that human resource management (HRM) plays an important role. Hence, embedding green practices in HRM functions could possibly enhance the likelihood of a firm’s sustainability. The interest in Green HRM has increased in the last decade, with the recognition as one possible green management practice strategy of a company that can reduce its environmental “footprint” and make the business more sustainable. Since 2016, the importance of Green HRM research increased noticeably among scholars (Dumont et al., 2016; Guerci, Longoni and Luzzini, 2016; Guerci, Montanari, Scapolan and Epifanio, 2016; Jabbour and Renwick, 2018; Yong et al., 2019; Yusliza et al., 2017). As a result, the study of Green HRM has increased exponentially. Growing awareness of green issues has driven HR to embrace Green HR practices with a specific focus on a paperless approach, a reduction of the carbon footprint and waste management (Ahmad, 2015). HR plays an integral role in initiating environmentally friendly activities, involving individuals as a part of green initiatives and also initiating changes in existing processes (Mishra et al., 2014). Green HRM can be seen as a planned and continuous change for an organization (Sawang and Kivits, 2014).