Pro-environmental Behaviour: A Preliminary Qualitative Study of Green Human Resource Management Practices
Abstract
The purpose of this study is to explore the status and key factors of green HRM practices in Malaysia. Further, it proposes a framework that serves as a basis for organizations to build sustainable business practices through green employees. The research was conducted in two phases. Archival research method was used in the first phase, and an interview session method was used in the second phase. In the first phase, an extensive literature review was carried out to gather insights on prevalent green HR activities and their link with employee pro-environmental behaviour (PEB). In the second phase, data were collected from the Malaysian financial institutions to analyse the status of the activities identified in the first phase. This study highlights the status of green HR practices such as green recruitment and selection, green compensation and green health and safety. The findings suggest that there are other aspects of green HRM practices which can be utilized to harness its full potential in encouraging employee PEB in the organizations. The findings also revealed that implementation of green HRM will encourage PEB among employees and will be able to mitigate the increased risk of climate change. This preliminary study suggests a framework for building holistic sustainable organizations by integrating knowledge from green HRM.
References
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Dual Citizen LLC. (2019). Global Green Economy Index, 2018. Retrieved from https://knoema.com/infographics/enedcw/global-green-economy-index-2018
Dumont, J., Shen, J., & Deng, X. (2017). Effects of green HRM practices on employee workplace green behavior: The role of psychological green climate and employee green values. Human Resource Management, 56(4), 613–627. https://doi.org/10.1002/hrm.21792
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EMP. (2015). ELEVENTH MALAYSIA PLAN 2016-2020: Anchoring Growth on People. In Economic Planning Unit. https://doi.org/10.1109/CLUSTR.2004.1392655
Fawehinmi, O., Yusliza, M. Y., Mohamad, Z., Noor Faezah, J., & Muhammad, Z. (2020). Assessing the green behaviour of academics: The role of green human resource management and environmental knowledge. International Journal of Manpower. https://doi.org/10.1108/IJM-07-2019-0347
Govindarajulu, N., & Daily, B. F. (2004). Motivating employees for environmental improvement. Industrial Management and Data Systems, 104(4), 364–372. https://doi.org/10.1108/02635570410530775
Graves, L. M., Sarkis, J., & Zhu, Q. (2013). How transformational leadership and employee motivation combine to predict employee proenvironmental behaviors in China. Journal of Environmental Psychology, 35, 81–91. https://doi.org/10.1016/j.jenvp.2013.05.002
Harris, L. C., & Crane, A. (2002). The greening of organizational culture:Management views on the depth, degree and diffusion of change. Journal of Organizational Change Management, 15(3), 214–234. https://doi.org/10.1108/09534810210429273
Iqbal, Q., Hassan, S. H., Akhtar, S., & Khan, S. (2018). Employee’s green behavior for environmental sustainability: a case of banking sector in Pakistan. World Journal of Science, Technology and Sustainable Development, 15(2), 118–130. https://doi.org/10.1108/wjstsd-08-2017-0025
Jabbour, Charbel Jose Chiappetta. (2011). How green are HRM practices, organizational culture, learning and teamwork? A Brazilian study. Industrial and Commercial Training, 43(2), 98–105. https://doi.org/10.1108/00197851111108926
Jabbour, Charbel Jośe Chiappetta, & Santos, F. C. A. (2008). The central role of human resource management in the search for sustainable organizations. International Journal of Human Resource Management, 19(12), 2133–2154. https://doi.org/10.1080/09585190802479389
Jabbour, Charbel José Chiappetta, Santos, F. C. A., & Nagano, M. S. (2010). Contributions of HRM throughout the stages of environmental management: Methodological triangulation applied to companies in Brazil. The International Journal of Human Resource Management, 21(7), 1049–1089. https://doi.org/10.1080/09585191003783512
Lacasse, K. (2015). The importance of being Green: The influence of green behaviors on Americans’ political attitudes toward climate change. Environment and Behavior, 47(7), 754–781. https://doi.org/10.1177/0013916513520491
Lülfs, R., & Hahn, R. (2013). Corporate greening beyond formal programs, initiatives, and systems: A conceptual model for voluntary pro-environmental behavior of employees. European Management Review, 10(2), 83–98. https://doi.org/10.1111/emre.12008
Luu, T. T. (2019). Green human resource practices and organizational citizenship behavior for the environment: the roles of collective green crafting and environmentally specific servant leadership. Journal of Sustainable Tourism, 27(8), 1167–1196. https://doi.org/10.1080/09669582.2019.1601731
Mampra, M. (2013). Green HRM: Does it help to build a competitive service sector? A study. Proceedings of Tenth AIMS International Conference on Management, 1273–1281. Retrieved from http://www.scribd.com/doc/126544005/ green-HRM-competitive-service-sector-pdf
Massa, I., & te Velde, D. W. (2011). The role of development finance institutions in tackling global challenges. In Overseas Development Institute.
Mi, L., Gan, X., Xu, T., Long, R., Qiao, L., & Zhu, H. (2019). A new perspective to promote organizational citizenship behaviour for the environment: The role of transformational leadership. Journal of Cleaner Production, 239, 1–11. https://doi.org/10.1016/j.jclepro.2019.118002
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Published
2021-06-01
How to Cite
MD YUSOP, Hamidah; ADAM, Ainul Azreen.
Pro-environmental Behaviour: A Preliminary Qualitative Study of Green Human Resource Management Practices.
Asian Journal of Behavioural Sciences, [S.l.], v. 3, n. 2, p. 38-54, june 2021.
ISSN 2710-5865.
Available at: <https://myjms.mohe.gov.my/index.php/ajbs/article/view/13455>. Date accessed: 14 sep. 2024.
Section
Articles
