مقاله انگلیسی رایگان در مورد جذب استعدادهای جوان توسط مدیریت منابع انسانی سبز – امرالد 2018

Purpose – The purpose of this paper is to examine the effect of perceived green human resource management (GHRM) on job pursuit intention ( JPI) of prospective employees. In addition, an attempt was made to unfurl the underlying psychological mechanisms and illuminate the boundary conditions of the aforementioned relationship by proposing organizational prestige (OP) as mediator and environmental orientation (EO) and gender as moderators. Design/methodology/approach – In total, 172 undergraduate engineering students of a reputed engineering institute in India constituted the sample for this scenario-based study. Direct, mediation, moderation and moderated mediation hypotheses were tested using hierarchical linear regression analysis and bootstrapping procedures in SPSS. Findings – GHRM was found to relate significantly with JPI of prospective applicants and OP mediated the above linkage. EO was found to significantly moderate the association of GHRM with JPI. However, gender failed to add to the understanding of the above relationship. Practical implications – By providing evidence on the psychological processes which the applicants engage in during employer selection, organizations will be able to form appropriate strategies for attracting talent to their organizations. Originality/value – The study addresses the call for research to integrate the diverse disciplines of environmental management and human resource management and provides additional insights into human aspect of environmental sustainability. It advances the sustainable HRM literature by providing comprehensive understanding of how and when GHRM influences prospective employee outcomes.

Introduction

People are the key to success of any organization. In this highly competitive business landscape, recruiting and retaining talent can provide distinct competitive advantage to the organizations. Although a developing country like India has an advantage of having a large fraction of young people in the population, most of them lack employability skills and too few are fit for hiring (Anand, 2011). Workplace dynamics are greatly affected by the changing demographics of the workforce. With more and more millennials entering the workforce, organizations are forced to re-think their talent attraction and retention strategies. The millennials expect much more than salary and material rewards from their employer. They aspire to work for an organization that aligns with their values and personal brands. They like to feel good about their employment choices by associating themselves with the employers who inspire them. Thus, it becomes imperative for the organizations to understand the expectations of millennials when it comes to employer selection. In this regard, it has been found that socially responsible firms are preferred over others by the job aspirants (Albinger and Freeman, 2000). A number of studies have established the benefits of corporate social performance for attracting quality candidates to apply for vacancies (Story et al., 2016; Rupp et al., 2013; Greening and Turban, 2000). However, environment as an important component of corporate social responsibility (CSR) has received little attention in the recruitment literature. Additionally, there exists a great deal of inconsistency in the findings of available studies where some highlighted the positive outcomes of an organization’s environmental involvement for prospective employees (Behrend et al., 2009; Gully et al., 2013), while others failed to find any significant association (Lis, 2012; Turban and Greening, 1997). Against this backdrop, the present study focuses on the environmental aspect of corporate social performance by examining the impact of perceived green human resource management (GHRM) on job pursuit intentions ( JPIs) of prospective employees. GHRM reflects the HRM aspect of environmental management and is defined as the use of HRM practices to achieve organizational green goals ( Jackson and Seo, 2010). It refers to the use of HRM policies to encourage the sustainable use of business resources and promote the cause of environmentalism. GHRM through the human resource management processes of recruitment, selection, training, performance and reward management aims to create a green workforce that understands, appreciates and practices green initiatives that help in the achievement of green goals of the organization (Mathapati, 2013). It aims at enhancing employee commitment to strive for environmental sustainability and reduce their carbon footprints (Masri and Jaroon, 2017). GHRM practices may include taking into account environmental values of candidates in the recruitment and selection process, providing environmental awareness and management trainings, involving and encouraging employee participation in environmental management, and considering green performance and behaviors while appraising and rewarding employees (Shen et al., 2018; Tang et al., 2018). Organizational green activities and initiatives form an important aspect of CSR. GHRM is linked to the concept of CSR, but is different from it in the sense that it is mainly an organizational tool to implement CSR directed toward environment (Shen et al., 2018).