مقاله انگلیسی رایگان در مورد مدیریت منابع انسانی سبز: آنالیز کتاب سنجی – MDPI 2022

مقاله انگلیسی رایگان در مورد مدیریت منابع انسانی سبز: آنالیز کتاب سنجی – MDPI 2022

 

مشخصات مقاله
ترجمه عنوان مقاله مدیریت منابع انسانی سبز: تجزیه و تحلیل کتاب سنجی
عنوان انگلیسی مقاله Green Human Resource Management: A Bibliometric Analysis
نشریه MDPI
سال انتشار ۲۰۲۲
تعداد صفحات مقاله انگلیسی  ۲۲ صفحه
هزینه  دانلود مقاله انگلیسی رایگان میباشد.
نوع نگارش مقاله مقاله مروری (Review Article)
مقاله بیس این مقاله بیس میباشد
نمایه (index) Master Journal List – Scopus – DOAJ
نوع مقاله
ISI
فرمت مقاله انگلیسی  PDF
ایمپکت فاکتور(IF)
۲٫۸۳۶ در سال ۲۰۲۰
شاخص H_index ۲۳ در سال ۲۰۲۲
شاخص SJR ۰٫۴۷۷ در سال ۲۰۲۰
شناسه ISSN ۲۰۷۶-۳۳۸۷
شاخص Quartile (چارک) Q2 در سال ۲۰۲۰
فرضیه ندارد
مدل مفهومی ندارد
پرسشنامه ندارد
متغیر ندارد
رفرنس دارد
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت منابع انسانی – مدیریت کسب و کار – مدیریت عملکرد – مدیریت استراتژیک
نوع ارائه مقاله
ژورنال
مجله / کنفرانس علوم مدیریتی – Administrative Sciences
دانشگاه Faculty of Psychology and Educational Sciences, University of Coimbra, Portugal
کلمات کلیدی مدیریت منابع انسانی سبز – تحلیل کتاب سنجی – پایداری – شیوه های سبز – مسئولیت اجتماعی شرکت
کلمات کلیدی انگلیسی green human resource management – bibliometric analysis -sustainability – green practices – corporate social responsibility
شناسه دیجیتال – doi https://doi.org/10.3390/admsci12030095
لینک سایت مرجع
https://www.mdpi.com/2076-3387/12/3/95
کد محصول e17266
وضعیت ترجمه مقاله  ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید.
دانلود رایگان مقاله دانلود رایگان مقاله انگلیسی
سفارش ترجمه این مقاله سفارش ترجمه این مقاله

 

فهرست مطالب مقاله:
Abstract
۱ Introduction
۲ Method
۳ Results
۴ Discussion
۵ Conclusions and Future Directions
Appendix A
Appendix B
References

بخشی از متن مقاله:

Abstract

     Despite the growing attention which green human resource management (GHRM) has been gaining, the field is still remarkably young, and conceptual clarity is yet to be attained. A bibliometric review of GHRM from 2010 to 2020 was conducted on the Web of Science and analyzed using the VOSviewer software package, version 1.6.16 developed by Van Eck and Waltman (Leiden, The Netherlands). The results show the exponential growth of this topic, although there seems to be no consensus regarding its definition, conceptualization and measurement. Concerning its conceptual development, GHRM seems to currently fit the second stage of development (evaluation and augmentation) of Reichers and Schneider’s three-stage model of the evolution of constructs. Future research seems to point in the direction of establishing the barriers separating GHRM from other human resource management topics, defining green practices and determining the antecedents and consequences of GHRM.

Introduction

     The economic growth of the last two centuries has represented prosperity and longevity for humanity. However, the impact of various industrial practices, reflected in pollution and the accumulation of waste and residues, is increasingly evident (IPCC 2018; Jackson et al. 2011). Climate change represents a new set of challenges, altering competitive and regulatory spheres, indirectly through global policy efforts to curb carbon emissions, and directly as a means of combating the unravelling consequences of extreme weather events (IPCC 2018). By invoking unprecedented changes in socio-economic systems, climate change makes it urgent for society to prepare and adapt in the face of new contingencies (Winn et al. 2011). With increasing regulatory and public pressure, more and more business entities are proactively implementing practices and strategic changes, such as investing in low-CO2 technologies and renewable energy, in order to transition to environmental sustainability (González-Benito and González-Benito 2006; IPCC 2018).

     The multidisciplinarity required to reduce organizational environmental footprints challenges the vision that this theme is restricted to environmental sciences, causing new fields of study to emerge in the areas of social research and management (Shrivastava and Berger 2010). In this sense, several related topics have been increasingly emphasized: corporate social responsibility (CSR), environmental management (EM), business ethics, socially responsible consumption and sustainability strategies, among others (Schuler et al. 2017; Shrivastava and Berger 2010).

Conclusions and Future Directions

     The bibliometric analysis of the literature produced between 2010 and 2020 highlights the importance of GHRM today as an expanding field, particularly from the second half of the decade. The purpose of GHRM is to actively participate in the creation of greener societal paths and respond to environmental and ecological issues from the organizational context. This HRM specialty refers to one of the most important challenges faced by humanity

     By mapping the existing literature streams—implementation of GHRM as a strand of EM, consequences at the organizational level and consequences at the employee level— tracing their contributions and development in the last decade, and identifying the construct development stage, this paper has met its objectives. In short, the results obtained suggest that the implementation of green practices in organizations will be reflected in lower levels of environmental pollution and contamination. Despite the emphasis on the repercussions of GHRM at work, it goes beyond the labor sphere, since green environmental values are transferable from context to context, i.e., green behaviors applied at work are reflected in personal life and vice versa. The fact that the evolution of the construct has been going beyond a concept focused only on EM demonstrates the consideration of employees endowed with unique strategic value and their decisive role in organizational sustainability. The resource-based view (Barney 1991) is a theoretical contribution that points in this direction (Yusliza et al. 2017).

ثبت دیدگاه