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首页> 外文期刊>Business Strategy and the Environment >Green human resource management and the enablers of green organisational culture: Enhancing a firm's environmental performance for sustainable development
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Green human resource management and the enablers of green organisational culture: Enhancing a firm's environmental performance for sustainable development

机译：绿色人力资源管理与绿色组织文化的推动者：加强企业对可持续发展的环境绩效

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摘要

Scholars have shown that green human resource management (GHRM) practices enhance a firm's environmental performance. However, existing studies fail to explain how GHRM initiatives can enable a green organisational culture or how such a culture affects the environmental performance and sustainable development of the firm. This paper examines the relationship between GHRM practices, the enablers of green organisational culture, and a firm's environmental performance. We conduct a large-scale survey of 204 employees at Chinese manufacturing firms. Our findings suggest that proenvironmental HRM practices including hiring, training, appraisal, and incentivisation support the development of the enablers of green organisational culture. We suggest the key enablers of green organisational culture include leadership emphasis, message credibility, peer involvement, and employee empowerment. Our paper contributes to HRM theory in terms of originality and utility of research by explaining that the enablers of green organisational culture positively mediate the relationship between GHRM practices and environmental performance. Managers are provided with a detailed understanding of the GHRM practices needed to enable an organisational culture of environmentally aware employees. Finally, we address potential implications of this work for teaching green organisational culture to future generations of responsible managers.
机译：学者表明，绿色人力资源管理（GHRM）实践提高了公司的环境绩效。然而，现有研究未能解释GHRM举措如何能够实现绿色组织文化或这种文化如何影响公司的环境绩效和可持续发展。本文研究了GHRM实践，绿色组织文化推动者与公司的环境绩效之间的关系。我们对中国制造公司的204名员工进行了大规模调查。我们的调查结果表明，预期人力资源管理机会实践包括招聘，培训，评估和激励支持支持绿色组织文化推动者的发展。我们建议绿色组织文化的关键推动者包括领导重点，消息可信度，同行参与和员工赋权。我们的论文通过解释绿色组织文化的启动因素介绍GHRM实践与环境绩效之间的关系，有助于HRM理论。提供管理人员详细了解使环境意识员工组织文化所需的GHRM实践。最后，我们解决了这项工作的潜在影响，为绿色组织文化教授绿色组织文化到未来的负责管理人员。

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