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Green (environmental) HRM: aligning ideals with appropriate practices

机译：绿色（环保）HRM：以适当的实践对齐理想

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Purpose The purpose of this paper is to explore how Green (environmental) Human Resource Management (GHRM) policies can elicit green employee behaviours. This study explores the role of sustainability advocates, who are leaders and managers in pursuit of their firm's environmental agenda, in the design and delivery of GHRM policies, communication, recruitment and selection, environmental training, rewards and incentives. Design/methodology/approach In this qualitative study, eighteen semi-structured interviews with sustainability advocates in European firms were conducted and analysed. Findings GHRM practices are not in themselves peripheral, intermediate or embedded, but shaped by contextual situations. Sustainability advocates' intentions do not seem to match GHRM policy design, i.e. they try to elicit value-based behaviours by using self-interest-based approaches, leading to misalignments between the attitudes and behaviours policies attempt to elicit, and the type of behaviours they elicit in practice. Research limitations/implications - This study explores GHRM practice implementation experienced by leaders and managers. Further research on the role of the HR function and recipients of GHRM is needed. Practical implications - Practitioners need to be aware that organisational incentives (GHRM policies) that reflect self-interest can lead to self-interest-based behaviour and may be short-lived. A careful consideration of contextual factors will inform the selection of suitable GHRM policies. Environmental training completion rates seem an unsuitable metric for senior management bonuses. Originality/value This paper investigates the design and implementation stage of GHRM, leading to an identification of GHRM policies as peripheral, intermediate or embedded. This creates an in-depth knowledge on the efficacy of GHRM policies and their relation to the environment.
机译：目的本文的目的是探讨绿色（环境）人力资源管理（GHRM）政策如何引出绿色员工行为。本研究探讨了可持续发展倡导者的作用，谁是追求其公司的环境议程的领导者和经理，在设计和交付GhRM政策，沟通，招聘和选择，环境培训，奖励和激励措施中。在这个定性研究中的设计/方法/方法，进行了欧洲企业可持续发展的十八个半结构化访谈，并分析并分析。调查结果GHRM实践不属于周边，中间或嵌入，而是通过上下文情况而形成。可持续发展倡导者的意图似乎并不匹配GhRM政策设计，即他们试图利用基于自息的方法引发基于价值的行为，导致态度和行为之间的错误，以及他们的行为类型，以及他们的行为类型在实践中引出。研究限制/含义 - 本研究探讨了领导和经理人经历的GHRM实践实施。需要进一步研究HR功能和GHRM的接受者的作用。实践意义 - 从业者需要意识到反映自身利益的组织激励（GHRM政策）可以导致基于自利益的行为，并且可能是短暂的。仔细考虑对上下文因素将为选择合适的GHRM政策提供信息。环境培训完成率似乎是高级管理奖金的不合适度量。原创性/价值本文调查了GHRM的设计和实施阶段，导致识别GHRM政策作为外围，中间或嵌入式。这为GHRM政策的效力及其与环境的关系创造了深入的知识。

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