مشخصات مقاله | |
ترجمه عنوان مقاله | پایداری زیست محیطی در میان کارکنان در غنا: نقش مدیریت منابع انسانی سبز |
عنوان انگلیسی مقاله | Environmental sustainability among workers in Ghana: The role of green human resource management |
نشریه | الزویر |
انتشار | مقاله سال ۲۰۲۴ |
تعداد صفحات مقاله انگلیسی | ۱۶ صفحه |
هزینه | دانلود مقاله انگلیسی رایگان میباشد. |
نوع نگارش مقاله |
مقاله پژوهشی (Research Article) |
مقاله بیس | این مقاله بیس میباشد |
نمایه (index) | Scopus – Master Journals List – JCR – DOAJ – PubMed Central |
نوع مقاله | ISI |
فرمت مقاله انگلیسی | |
ایمپکت فاکتور(IF) |
۴٫۰۰۳ در سال ۲۰۲۲ |
شاخص H_index | ۸۸ در سال ۲۰۲۴ |
شاخص SJR | ۰٫۶۱۷ در سال ۲۰۲۲ |
شناسه ISSN | ۲۴۰۵-۸۴۴۰ |
شاخص Quartile (چارک) | Q1 در سال ۲۰۲۲ |
فرضیه | دارد |
مدل مفهومی | دارد |
پرسشنامه | ندارد |
متغیر | دارد |
رفرنس | دارد |
رشته های مرتبط | مدیریت |
گرایش های مرتبط | مدیریت منابع انسانی – منابع انسانی و روابط کار |
نوع ارائه مقاله |
ژورنال |
مجله | هلیون – Heliyon |
دانشگاه | University of Kassel, Germany |
کلمات کلیدی | پایداری زیست محیطی، رفتار پایدار، مدیریت منابع انسانی سبز، اثر مستقیم، نظریه همسویی ارزش، غنا |
کلمات کلیدی انگلیسی | Environmental sustainability, Sustainable behaviour, green human resource management, Direct effect, Value alignment theory, Ghana |
شناسه دیجیتال – doi |
https://doi.org/10.1016/j.heliyon.2024.e33380 |
کد محصول | e17818 |
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 Introduction Literature review Methods and materials Results and findings Discussion of results Contribution to knowledge Theoretical and practical implications Conclusion, recommendations, limitations and suggestions for further studies Funding Data availability statement CRediT authorship contribution statement Declaration of competing interest References |
بخشی از متن مقاله: |
Abstract The study examined the role of green human resource management (HRM) practices on environmental sustainability (ES) among workers in Ghana. An explanatory research design was adopted for the study. Using a structured questionnaire, data was drawn from 221 workers from various sectors. Data gathered was analysed with Partial Least Square-Structural Equation Modelling. The study found that there is a direct link between green HRM and ES behaviour among workers in Ghana. The novelty of the findings of this study relates to workers’ perspectives across multiple sectors in Ghana and is the first study to have applied value alignment theory to argue for green HRM and ES from the Global South. The study offers insights into how organisations in Ghana can integrate sustainable practices into human resource management strategies, fostering a more environmentally conscious workforce and contributing to national, regional and international sustainable development goals.
Introduction Environmental sustainability remains a major global developmental agenda captured under the sustainable development goals (SDGs) guiding the world until 2030 [1]. Six out of the seventeen SDGs are directly crafted to achieve environmental sustainability. These six SDGs (SDGs 6, 7, 11, 12, 13, and 14) focused on clean water and sanitation, affordable and clean energy, sustainable cities and communities, responsible consumption and production, climate action, and finally, life below water. The operations of organisations apart from individual activities are critical in achieving these goals. Businesses in a wide range of industries have realised how important it is to implement eco-friendly practices [2, 3, 4, 5, 6]. Human resource management is one area in organisations where this shift toward sustainability is picking up [2,3].
In an effort to build a sustainable workplace and encourage employees to internalise environmental sustainability, green human resource management (green HRM) practices have evolved as a strategic approach to integrating environmental sustainability into the fundamental HRM functions [1,7,8] of organisations. Green HRM encompasses how employers enable environmentally sustainable behaviour of employees at the workplace through various practices to achieve environmental sustainability [8, 9, 10, 11, 12] Green HRM relates to the integration of ecological consciousness into organisational human resource management functions or practices such as job analysis, recruitment and selection, orientation and training, performance appraisal, rewards and compensations, and health and safety at work [12,13].
Results and findings In this part, the results are presented in two ways. The study’s primary hypotheses and the respondents’ demographic features.
۴٫۱ Demographic characteristics of respondents |