مدیریت منابع انسانی سبز و پایداری اجتماعی
ترجمه نشده

مدیریت منابع انسانی سبز و پایداری اجتماعی

عنوان فارسی مقاله: یک مرور سیستماتیک درمورد مدیریت منابع انسانی سبز: پیامدهایی برای پایداری اجتماعی
عنوان انگلیسی مقاله: A systematic review on green human resource management: Implications for social sustainability
مجله/کنفرانس: مجله تولید پاک – Journal of Cleaner Production
رشته های تحصیلی مرتبط: مدیریت
گرایش های تحصیلی مرتبط: مدیریت منابع انسانی، مدیریت کسب و کار
کلمات کلیدی فارسی: شیوه های مدیریت منابع انسانی سبز، رفتار سبز کارکنان در محیط کار، پایداری سازمانی، مدیریت منابع انسانی پایدار، پایداری اجتماعی، تجزیه و تحلیل محتوا
کلمات کلیدی انگلیسی: Green human resource management practices، Employee green behaviour at workplace، Organisational sustainability، Sustainable human resource management، Social sustainability، Content analysis
نوع نگارش مقاله: مقاله مروری (Review Article)
نمایه: Scopus – Master Journals List – JCR
شناسه دیجیتال (DOI): https://doi.org/10.1016/j.jclepro.2019.119131
دانشگاه: Department of Management Studies, Anna University, Chennai, Tamilnadu, 600025, India
ناشر: الزویر - Elsevier
نوع ارائه مقاله: ژورنال
نوع مقاله: ISI
سال انتشار مقاله: 2020
ایمپکت فاکتور: 7.096 در سال 2019
شاخص H_index: 150 در سال 2020
شاخص SJR: 1.620 در سال 2019
شناسه ISSN: 0959-6526
شاخص Quartile (چارک): Q1 در سال 2019
فرمت مقاله انگلیسی: PDF
تعداد صفحات مقاله انگلیسی: 65
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: خیر
آیا این مقاله مدل مفهومی دارد: دارد
آیا این مقاله پرسشنامه دارد: ندارد
آیا این مقاله متغیر دارد: ندارد
کد محصول: E14900
رفرنس: دارای رفرنس در داخل متن و انتهای مقاله
فهرست انگلیسی مطالب

Abstract


Graphical abstract


۱٫ Introduction


۲٫ Method


۳٫ Systematic review of GHRM literature


۴٫ Discussion: a proposed model on GHRM


۵٫ Conclusion


Declaration of competing interest


Acknowledgements


Appendix A. Supplementary data


References

نمونه متن انگلیسی مقاله

Abstract


This article identifies current progressions and research gaps in Green Human Resource Management literature and investigates the future of green practices in meeting the social sustainability requirements of an organisation. Considering the growing awareness on greening and sustainability, a systematic review of the domain specific literature was carried out using the Scopus and Google Scholar databases which resulted in a set of 174 scientific articles between 1995 and 2019. NVivo Plus software version 12 was used for quantitative processing as well as qualitative analysis of data. Content coding and cluster analysis were performed, the results of which exhibited three clusters namely, green human resource management practices, employee green behaviour at workplace and organisational sustainability. Further manual analysis revealed social sustainability to be the least explored area than economic and environmental pillars of sustainability. From this, the authors conceptually explored a theoretical model suggesting the mediational role of ‘employee green behaviour at workplace’ in the relationship between ‘green human resource management practices’ and ‘social sustainability’ of organisations using grounded theory approach. Therefore, prioritising social equity, health, wellness and well-being, this work examines the state-of-the-art in green human resource management research to unravel the enormous potential of core green practices envisioning social sustainability, which has not been established till date. Based on the content coding, clustering, and further analysis, propositions, future paths and implications are also presented.


Introduction


Green human resource management (GHRM) practices contribute to the sustainability requirements of social equity, health, wellness and well-being of organisation and its employees in addition to the achievement of economic stability and environmental balance. Previous studies have explored the effects of GHRM on employee behaviour (Pham et al., 2019), environmental performance (Kim et al., 2019), and financial performance (O’Donohue & Torugsa, 2016) of organisations. However, the state-of-the-art of GHRM shows lack of studies relating to social sustainability dimension of organisations. This study, therefore, tries to explain the conceptual relationship between GHRM practices and social sustainability of organisations. Additionally, the work attempts to bridge GHRM and Sustainability literature by proposing the mediating role of employee green behaviour at work place using Ability, Motivation, Opportunity (AMO) theory and Social Identity theory. Growing awareness of sustainability and corporate social responsibility has led to the mounting importance of human resources in most of the organisations, along with the financial, legal and other aspects of cleaner production in business. While finance is widely accepted as ‘the lifeblood of business’ (Renwick et al., 2008), human resource is gaining position as ‘the soul of business’, especially in the environmental context (Jabbour & Santos, 2008a).

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