The Antecedents And Outcome Of Green Human Resource Management In Large Manufacturing Firms In Malaysia
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Date
2017-08
Authors
Yong, Jing Yi
Journal Title
Journal ISSN
Volume Title
Publisher
Universiti Sains Malaysia
Abstract
Green Human Resource Management (HRM) is gaining attention within
organizations to remain competitive and sustainable in the dynamic business world.
Using Stakeholder Theory and Resource-based Theory, this research endeavours to
investigate the relationship between stakeholder pressure, relative advantage, top
management commitment, and green intellectual capital (i.e., green human capital,
green structural capital, green relational capital) with Green HRM practices (i.e.,
green analysis and description of job position, green recruitment, green selection,
green training, green performance assessment, green rewards). This research also
identified the outcome of Green HRM practices on sustainability in the context of
large manufacturing firms in Malaysia. Two phases of preliminary studies were
conducted among eight large manufacturing firms from Northern Region of
Peninsular Malaysia. The first phase of the preliminary study was to ascertain the
occurrence of Green HRM in the context of Malaysia and consequently to identify
the possible antecedents and outcome of Green HRM. The extended preliminary
study was conducted to probe further into the subject matters in the context of
Malaysian large manufacturing firms. Data were collected from 112 large
manufacturing firms via survey questionnaire developed from related literature and
interviews from practitioners. The findings highlighted that stakeholder pressure was
positively related to green analysis and description of job position, green recruitment,
green selection, green performance assessment, green rewards, while it had no
significant relationship with green training. However, the results revealed that
relative advantage did not show any significant relationship with Green HRM
practices. Furthermore, top management commitment had significant effect on all
Green HRM practices. As for the relationship between green intellectual capital and
Green HRM practices, the findings indicated that green human capital had significant
effect on green training, whereas green structural capital had significant effect on
green analysis and description of job position as well as green recruitment. In terms
of sustainability, this study provided evidence to support the influence of Green
HRM practices (i.e., green recruitment and green training) on environmental and
social performance. Based on the research findings, theoretical and practical
implications were discussed. Limitations of the research were discussed and
recommendations for future research were presented.
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Keywords
The antecedents and outcome of Green human resource management , in Large manufacturing firms in Malaysia