The Relationship between Green Human Resource Management and Green Intellectual Capital of Certified ISO 14000 Businesses in Thailand
Keywords:
green human resource management, green intellectual capital, recruitment and selection, training and development, compensation and performance measurementAbstract
The objective of the present study is to empirically test the relationships between green human resource management (GHRM) with four practices (green recruitment and selection, green training and development, green compensation and green performance management) and green intellectual capital. The sample in this research consists of 242 human resource managers of certified ISO14000 businesses in Thailand. With a structured questionnaire, primary data was collected from mail survey and statistically treated with Pearson correlation coefficient, t-test, and the Ordinary Least Squares (OLS) regression analysis. OLS Multiple regression analysis is applied to test the effect of green HRM variables. The findings revealed that three practices of green human resource management (green recruitment and selection, green compensation and rewards and green performance management) have a positive association with green intellectual capital. The findings suggest that firms can speed up GHRM to improve green intellectual capital for competitive advantage. Therefore, the executives must put more emphasis on factors of GHRM that aligns with a strategic goal by concentrating on GHRM practices.
References
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Opatha, H.H., and Arulrajah, A.A. (2014). Green Human Resource Management: Simplified general reflections. International Business Research, 7(8), 101–112.
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Sharma, K. (2016). Conceptualization of Green HRM and Green HRM Practices: Commitment to Environment Sustainability. International Journal of Advanced Scientific Research and Management, 1(8), 74-81.
Sheopuri, A. and Sheopuri, A. (2015). Green HR Practices in the Changing Workplace. Business Dimensions, 2(1), 13-26
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Sudin, S. (2011). Strategic Green HRM: A proposed model that supports Corporate Environmental Citizenship. International Conference on Sociality and Economics Development, 10, 79 – 83.
Taylor S.R. (1992). Green management: The next competitive weapon. Futures, 24(7), 669-680.
Thipsri, N. and Ussahawanitchakit, P. (2009). An Empirical Assessment of NPD Strategies of Thai Electronic Business: How do the Strategies affect Market outcomes?. International Journal of Business Strategy, 9(2), 69-90.
Uddin, M.M. and Islam, R. (2015). Green HRM: Goal Attainment through Environmental Sustainability. Journal of Nepalese Business Studies, 9(1), 13-19.
Ussahawanitchakit, P. (2005). Effects of E-commerce on export marketing strategy and performance: An Empirical of Thai firms. Review of Business Research, 5(3), 46-54.
Aggarwal, S. and Sharma, B. (2015). Green HRM: Need of the hour. International Journal of Management and Social Science Research Review, 1(8), 63-70.
Ahmed, S. (2015). Green Human Resource Management: Policies and practices. Cogent Business & Management, 2(1), 1-13. https://doi.org/10.1080/23311975.2015.1030817
Armstrong, J.S. and Overton, T.S. (1997). Estimating nonresponse bias in mail Surveys. Journal of Marketing Research, 14(3), 396–402.
Arulrajah, A.A., Opatha, H.H.D.N.P. and Nawaratne, N.N.J. (2015). Green Human Resource Management Practices: A Review. Sri Lankan Journal of Human Resource Management, 5(1), 1-16.
Ashraf, F., Asharf, I., and Anam, W. (2015). Green HR for Businesses. International Journal of Academic Research in Business and Social Sciences, 5(8), 150 - 156.
Bangwal, D, and Tiwari, P. (2015). Green HRM – A way to greening the environment. IOSR Journal of Business and Management, 17(12), 45-53.
Barney, J.B. (1991). Firm Resources and Sustained Competitive Advantage. Journal of Management, 17(1), 99-120.
Berrone, P. and Gomez-Mejia, L.R. (2009). Environmental performance and executive compensation: An integrated agency-institutional perspective. Academy of Management Journal, 52(1), 103–126.
Bhutto, S.A., and Auranzeb. (2016). Effects of green human resources management on firm performance: an empirical study on Pakistani firms. European Journal of Business and Management, 8(16), 119-125.
Brekke, K.A. and Nyborg, K. (2008). Attracting responsible Employees: Green production as Labor Market Screening. Resource and Energy Economics, 30(4), 509-526.
Chen, Y.S. (2008). The Positive Effect of Green Intellectual Capital on Competitive Advantage of Firm. Journal of Business Ethics, 77(3), 271-286.
Chen, C.J. and Huang, J.W. (2009). Strategic human resource practices and innovation performance-The mediating role of knowledge management capacity. Journal of Business Research, 62(1), 104-115.
Cherian, J. and Jacob, J. (2012). A study of Green HR practices and its effective implementation in the organization: A review. International Journal of Business and Management, 7(21), 25–33.
Crano, W.D., Brewer, M.B., & Lac, A. (2015). Principles and methods of social research. New York: NY: Routledge.
Daily, B.F., Bishop, J. and Steiner, R. (2007). The Mediating Role of EMS Teamwork as it pertains to HR Factors and Perceived Environmental Performance. Journal of Applied Business Research, 23(1), 95-109.
Forman, M. and Jorgensen, M.S. (2001). The social shaping of the participation of employees in environmental work within enterprises – experiences from a Danish context. Technology Analysis and Strategic Management, 13(1), 71-90.
Hair, J.F., Black, W.C., Babin, B.J., Anderson R.E. and Tatham, R.I. (2010), Multivariate data analysis. Upper Saddle River, New Jersey: Prentice Hall.
Hosain, S. and Rahman, S. (2016). Green Human Resource Management: A Theoretical Overview. IOSR Journal of Business and management, 18(6), 54-59.
Jabbour, C.J.C., Santos, F.C.A., Nagano, M.S. (2010). Contributions of HRM throughout the stages of environmental management: methodological triangulation applied to companies in Brazil. International Journal of Human Resource Management, 21(7), 1049-1089.
Jabbour, C. J., Jabbour, L.S., Govindan, K., Teixeira, A.A. and Freitas, W.R. (2013). Environmental management and operational performance in automotive companies in Brazil: The role of human resource management and lean manufacturing. Journal of Cleaner Production, 47, 129– 140.
Jirawuttinunt, S. (2012). Intellectual capital orientation and sustainable performance of medical service business: an empirical study of private hospitals in Thailand. International Journal of Strategic Management, 12(3), 25-40.
Kong, E., and Thomson, S. B., (2009). An intellectual capital perspective of human resource strategies and practices. Knowledge Management Research and Practices, 7, 356-364.
Krejcie, R.V. and Morgan, D.W. (1970). Determining Sample Size for Research Activities. Educational and Psychological Measurement, 30(3), 607-610.
Mandip, G. (2012). Green HRM: People Management Commitment to Environmental Sustainability. Research Journal of Recent Sciences, 1, 244-252.
Marcus, A. and Fremeth, A. (2009). Green management matters regardless. Academy of Management Perspectives, 23(3), 17–26.
Masri, H. A., and Jaaron, A.A.M. (2017). Assessing Green Human Resources Management practices in Palestinian manufacturing context: An empirical study. Journal of Cleaner Production, 143, 474–489.
Mathapati, C. M. (2013). Green HRM: A strategic facet. Tactful Management Research Journal, 2(2), 1–6.
Nolan, C. (2002). Human resource development in the Irish hotel industry: the case of the small firm. Journal of European Industrial Training, 26(2), 88-99.
Obaid, T. F. and Alias, R. B. (2015). The Impact of Green Recruitment, Green Training and Green learning on the Firm Performance: Conceptual Paper. International Journal of Applied Research, 1(12), 951-953.
Opatha, H.H., and Arulrajah, A.A. (2014). Green Human Resource Management: Simplified general reflections. International Business Research, 7(8), 101–112.
Rani, S and Mishra, K. (2014). Green HRM: Practices and Strategic Implementation in the Organizations. International Journal on Recent and Innovation Trends in commuting and communication, 2(11), 3633 – 3639.
Renwick, D., Redman, T., Maquire, S., (2008). Green HRM: a review, process model, and research agenda (Discussion Paper Series). The University of Sheffield: University of Sheffield Management School.
Renwick, D.W.S., Redman, T.and Maguire, S. (2013). Green human resource management: a review and research agenda. International Journal of Management Reviews, 15(1), 1-14.
Santhoshraj, E. D. (2017). Green HRM in preserving intellectual capital. International Journal of Academic Research and Development, 2(5), 690-692.
Sharma, K. (2016). Conceptualization of Green HRM and Green HRM Practices: Commitment to Environment Sustainability. International Journal of Advanced Scientific Research and Management, 1(8), 74-81.
Sheopuri, A. and Sheopuri, A. (2015). Green HR Practices in the Changing Workplace. Business Dimensions, 2(1), 13-26
Standard Intelligence Unit. (n.d.). Retrieved from: http://intelligence.masci.or.th/intelligence/certified_list.php
Sudin, S. (2011). Strategic Green HRM: A proposed model that supports Corporate Environmental Citizenship. International Conference on Sociality and Economics Development, 10, 79 – 83.
Taylor S.R. (1992). Green management: The next competitive weapon. Futures, 24(7), 669-680.
Thipsri, N. and Ussahawanitchakit, P. (2009). An Empirical Assessment of NPD Strategies of Thai Electronic Business: How do the Strategies affect Market outcomes?. International Journal of Business Strategy, 9(2), 69-90.
Uddin, M.M. and Islam, R. (2015). Green HRM: Goal Attainment through Environmental Sustainability. Journal of Nepalese Business Studies, 9(1), 13-19.
Ussahawanitchakit, P. (2005). Effects of E-commerce on export marketing strategy and performance: An Empirical of Thai firms. Review of Business Research, 5(3), 46-54.
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Published
2018-06-17
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