مقاله انگلیسی رایگان در مورد مدیریت منابع انسانی سبز و همکاری زیست محیطی – الزویر 2020

Keywords

1. Introduction

2. Theory and literature review

3. Research hypotheses development

4. Research method

5. Data analysis and results

6. Discussion and implications

7. Conclusion

Acknowledgments

Appendix A. Supplementary data

Research Data

References

Abstract

This study examines the value of green human resource management (GHRM) in supporting environmental cooperation with customers and suppliers, and the moderating roles of internal green supply chain management (GSCM). A survey of 126 automobile manufacturers in China is analysed using moderated regression analysis, based on a proposed conceptual model grounded in ability–motivation–opportunity (AMO) theory and contingency theory (CT). The results reveal that GHRM is significantly and positively related to environmental cooperation with customers and suppliers, and that the relationships are significantly moderated by internal GSCM. HRM practitioners are advised to develop GHRM practices that provide training (ability), incentive (motivation), and conductive environment (opportunity) to help implement environmental collaboration, while SCM practitioners may improve internal GSCM to strengthen the effects of GHRM. This study clarifies key GHRM practices that contribute to GSCM, and advances related research by developing and testing an overarching model to explain such synergies and the moderating role of internal GSCM.

Introduction

Green supply chain management (GSCM) consists of internal environmental management (EM) practices and environmental cooperation with customers and suppliers (Vachon and Klassen, 2006; Yu et al., 2014). It has attracted considerable attention from both academia and industry (Green et al., 2012; Sarkis et al., 2011). In addition, the role of human resource management (HRM) in sustainability initiatives has been extensively explored in the literature (Daily et al., 2012; Daily and Huang, 2001; Markey et al., 2016; Renwick et al., 2013, 2016). The concept of Green HRM (GHRM) has emerged from these two streams of research to address the alignment of diverse HRM practices with firms’ environmental sustainability objectives (Daily and Huang, 2001; Renwick et al., 2013). From a management perspective, firms may view GHRM practices as essential organizational assets that support EM practices (Vidal-Salazar et al., 2012), while poor human resource management practices can be a major obstacle to GSCM implementation (Jabbour and de Sousa Jabbour, 2016; Teixeira et al., 2016). Despite this, the GSCM literature to date has not fully considered the integration of GHRM and GSCM practices (Jabbour and de Sousa Jabbour, 2016; Longoni et al., 2018) or empirically researched the GHRM–GSCM relationship (Jabbour and de Sousa Jabbour, 2016; Lengnick-Hall et al., 2013; Teixeira et al., 2016; Yu et al., 2017).