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 measurement
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.
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