مقاله انگلیسی رایگان در مورد ارتباط بین سرمایه فکری سبز و مدیریت منابع انسانی سبز – الزویر ۲۰۱۹

elsevier

 

مشخصات مقاله
ترجمه عنوان مقاله ارتباط بین سرمایه فکری سبز و مدیریت منابع انسانی سبز
عنوان انگلیسی مقاله Nexus between green intellectual capital and green human resource management
انتشار مقاله سال ۲۰۱۹
تعداد صفحات مقاله انگلیسی ۳۶ صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
پایگاه داده نشریه الزویر
نوع نگارش مقاله
مقاله پژوهشی (Research Article)
مقاله بیس این مقاله بیس میباشد
نمایه (index) Scopus – Master Journals List – JCR
نوع مقاله ISI
فرمت مقاله انگلیسی  PDF
ایمپکت فاکتور(IF)
۷٫۰۹۶ در سال ۲۰۱۸
شاخص H_index ۱۵۰ در سال ۲۰۱۹
شاخص SJR ۱٫۶۲۰ در سال ۲۰۱۸
شناسه ISSN ۰۹۵۹-۶۵۲۶
شاخص Quartile (چارک) Q1 در سال ۲۰۱۸
مدل مفهومی دارد
پرسشنامه دارد
متغیر دارد
رفرنس دارد
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت منابع انسانی، مدیریت عملکرد، تحقیق در عملیات
نوع ارائه مقاله
ژورنال
مجله  مجله تولید پاک – Journal of Cleaner Production
دانشگاه INTI International College Penang, 1-Z, Lebuh Bukit Jambul, Bukit Jambul, 11900, Bayan Lepas, Penang, Malaysia
کلمات کلیدی سرمایه فکری سبز، مدیریت منابع انسانی سبز، نظریه دیدگاه مبتنی بر سرمایه فکری، تولید پاک تر
کلمات کلیدی انگلیسی Green intellectual capital، Green human resource management، Intellectual Capital-based View Theory، Cleaner production
شناسه دیجیتال – doi
https://doi.org/10.1016/j.jclepro.2018.12.306
کد محصول E11579
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فهرست مطالب مقاله:
Abstract

۱- Introduction

۲- Literature review

۳- Methodology

۴- Results

۵- Discussion

References

 

بخشی از متن مقاله:

Abstract

This research was a pioneering study that examined the relationship between green intellectual capital and green human resource management. A quantitative research approach using a mail survey was employed to get insights from 112 large manufacturing firms in Malaysia. Partial Least Squares Regression Analysis was employed to examine the proposed relationship. The results indicated that green human capital and green relational capital influenced green human resource management. Surprisingly, green structural capital was not significantly related to green human resource management. As revealed by searches of ISI Web of Knowledge and Scopus, no similar work has tested a similar framework based on evidence from all over the world.

Introduction

The notion of being green has gained attention from both scholars and industry practitioners over the past few decades. In academic circles, research has grown steadily from a general deliberation on green business into “greening” the functional areas within an organization that include green purchasing (Zhang, Li, Cao & Huang, 2018), green supply chain management (Kazancoglu, Kazancoglu, & Sanak, 2018; Zaid, Jaaron, & Bon, 2018), green innovation (Li, Zhao, Zhang, Chen, & Cao, 2018), green finance (Ng, 2018), green management (Mustapha, Abdul Manan, & Wan Alwi, 2018), green information technologies (Przychodzen, Gomez-Bezares, & Przychodzen, 2018), and green human resource management (HRM) (Renwick, Redman, & Maguire, 2013; Zaid et al., 2018). Businesses operate in a highly competitive global economy in which they must not only be efficient and deliver value, but also must be responsible, and this includes responsibility towards the environment. The intensification of environmental concerns around the globe has led companies to adopt environmental practices at an increasing rate; and such adoptions can benefit companies becoming “green and competitive”(Carmona-Moreno, Cespedes-Lorente, & Martinez-del-Rio, 2012; El-Kassar & Singh, 2018; Jabbour, Freitas, Soubihia, Gunasekaran, & Jabbour, 2015). In the pursuit of this green agenda, scholars (e.g., Renwick et al., 2013) have argued that human resource management (HRM) plays an important role. Hence, embedding green practices within HRM functions could enhance the likelihood of a firm’s sustainability. In an emerging economy such as Malaysia, the need for a highly efficient workforce with a focus on environmental sustainability is paramount. Emerging economies have become the most important economies in recent years because of the high demand for resources, including human resources, which are being used to boost their gross domestic products (GDP). Researchers have reached a consensus that emerging markets are a main destination for organizations from varying industries around the world (Gaur, Kumar, & Singh, 2014; Popli, Akbar, Kumar, & Gaur, 2016, 2017; Singh, Pattnaik, Gaur, & Ketencioglu, 2017; Singh, 2018a). This is because of the large pool of talents and resources available in these regions. Thus, it is necessary to know more about green HRM in Malaysia because, according to Renwick et al. (2013), the green HRM literature is largely Western However, given the importance of the development of Asian economies, this is an important gap for future studies to reduce.

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