A qualitative study OF Green HRM practices and their benefits in the organization: an Indonesian company experience
Abstract
Green Human Resource Management (HRM) aims to shape employee behavior to help organizations achieve their environmentally-friendly goals. Firms can translate the implementation of Green HRM concept into each HRM function. This paper is qualitative exploratory research that investigates the implementation of Green HRM in a company located in Indonesia that is internationally reputable for being an environmentally friendly company. This study aims to highlight the implementation of Green HRM through various HRM functions and to analyze the positive impacts of the implementation of Green HRM on individuals and organizations. The results demonstrated that the implementation of Green HRM provided benefits for individual employees and the company as well. In particular, individual employees had better green and non-green work outcomes. Meanwhile, at the organizational level, the benefits of the implementation of Green HRM were the creation of environmentally friendly organizational culture and work climate, the increased efficiency of various resources, the formation of positive corporate image and increased economic and eco-performance. It is expected that this study contributes to extend the literature on the implementation of Green HRM and its benefits to companies.
Keyword : Green Business, Green HRM, individual benefits, organizational benefits, corporate sustainability
How to Cite
Suharti, L., & Sugiarto, A. (2020). A qualitative study OF Green HRM practices and their benefits in the organization: an Indonesian company experience. Business: Theory and Practice, 21(1), 200-211. https://doi.org/10.3846/btp.2020.11386
This work is licensed under a Creative Commons Attribution 4.0 International License.
References
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Čekanavičius, L., Bazytė, R., & Dičmonaitė, A. (2014). Green business: challenges and practices. Ekonomika, 93, 74–88. https://doi.org/10.15388/Ekon.2014.0.3021
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Cherian, J. P., & Jacob, J. (2012). A Study of Green HR practices and its effective implementation in the organization: a review. International Journal of Business and Management, 7(21), 1–15. https://doi.org/10.5539/ijbm.v7n21p25
Daily, B. F., Bishop, J. W., & Massoud, J. A. (2012). The role of training and empowerment in environmental performance: a study of the Mexican Maquiladora industry. International Journal of Operations & Production Management, 32(5), 631–647. https://doi.org/10.1108/01443571211226524
Devi Kalpana, J. K. (2018). Influence of Green HRM practices on employees performance level – a study with reference to literature review. International Journal of Research and Analytical Reviews (IJRAR), 5(3), 329–333.
Dumont, J., Shen, J., & Deng, X. (2017). Effects of Green HRM practices on employee workplace Green behavior: the role of psychological green climate and employee green values. Human Resource Management, 56(4), 613–627. https://doi.org/10.1002/hrm.21792
Ekasatya, H. N. (2014). Penerapan Kesadaran Lingkungan Dengan Penghematan Anggaran Listrik, Kertas, Air Di Kantor Badan Lingkungan Hidup Kabupaten Probolinggo. Calyptra, 3(2), 1–15.
Florida, R., & Davison, D. (2001). Gaining from green management: environmental management systems inside and outside the factory. California Management Review, 43(3), 64–84. https://doi.org/10.2307/41166089
Garavan, T. N., Heraty, N., Rock, A., & Dalton, E. (2010). Conceptualizing the behavioral barriers to CSR and CS in organizations: a typology of HRD interventions. Advances in Developing Human Resources, 12(5), 587–613. https://doi.org/10.1177/1523422310394779
Gotschol, A., Giovanni, P. De, & Vinzi, V. E. (2014). Is environmental management an economically sustainable business? Journal of Environmental Management, 144, 73–82. https://doi.org/10.1016/j.jenvman.2014.05.001
Haridas, P. K., & Sivasubramanaian, Ch. (2016). Impact of Green HRM Practices on company performance: with special reference to manufacturing industry. International Journal of Engineering Technology Science and Research, 3(12), 49–54.
Jabbour, Ch. J. Ch., & de Sousa Jabbour, A. B. L. (2016). Green Human resource management and Green Supply chain management: linking two emerging agendas. Journal of Cleaner Production, 112 (January), 1824–1833. https://doi.org/10.1016/j.jclepro.2015.01.052
Jackson, S. E., Renwick, D. W. S., Jabbour, Ch. J. C., & Muller-Camen, M. (2011). State-of-the-Art and future directions for green human resource management: introduction to the special issue. German Journal of Human Resource Management, 25(2), 99–116. https://doi.org/10.1177/239700221102500203
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Kitazawa, S., & Sarkis, J. (2000). The relationship between ISO 14001 and continuous source reduction programs. International Journal of Operations & Production Management, 20(2), 225–248. https://doi.org/10.1108/01443570010304279
Lazăr, C. I. (2017). Perspectives on Green marketing and green businesses for sustainable development. Bulletin of the Transilvania University of Brasov. Economic Sciences. Series V, 10(1), 45–52.
Leonidou, L. C., Christodoulides, P., Kyrgidou, L. P., & Palihawadana, D. (2017). Internal drivers and performance consequences of small company Green business strategy: the moderating role of external forces. Journal of Business Ethics, 140(3), 585–606. https://doi.org/10.1007/s10551-015-2670-9
Luu, T. T. (2018). Employees’ Green Recovery performance: the roles of Green HR practices and serving culture. Journal of Sustainable Tourism, 26(8), 1308–1324. https://doi.org/10.1080/09669582.2018.1443113
Macke, J., & Genari, D. (2018). Systematic literature review on sustainable human resource management. Journal of Cleaner Production, 208(January), 806–815. https://doi.org/10.1016/j.jclepro.2018.10.091
Mehta, K., & Pawan K. Ch. (2015). Green HRM in pursuit of environmentally sustainable business. Universal Journal of Industrial and Business Management, 3(3), 74–81.
Miles, M. B., & Huberman, A. M. (1992). Analisis Data Kualitatif. Jakarta: UI Press.
Obaid, T. F., & Rosima, B. (2015). The impact of Green recruitment, Green training, and Green learning on the company performance: conceptual paper. International Journal of Applied Research, 1(12), 951–953.
Opatha, H. H. D. N. P., & Arulrajah, A. A. (2014). Green human resource management: simplified general reflections. International Business Research, 7(8). https://doi.org/10.5539/ibr.v7n8p101
Paillé, P., Chen, Y., Boiral, O., & Jin, J. 2014. The impact of human resource management on environmental performance: an employee-level study. Journal of Business Ethics, 121(3), 451–466. https://doi.org/10.1007/s10551-013-1732-0
Pfeffer, J. (2010). Building sustainable organizations: the human factor. Academy of Management Perspectives, 13. https://doi.org/10.2139/ssrn.1545977
Phillips, L. (2007). Go Green to gain the edge over rivals. People Management, 23(9).
Ragas, S. F. P., Tantay, F. M. A., Chua, L. J. C., & Sunio, C. M. C. (2017). Green lifestyle moderates GHRM’s impact on job performance. International Journal of Productivity and Performance Management, 66 (7), 857–872. https://doi.org/10.1108/IJPPM-04-2016-0076
Ramus, C. A., & Steger, U. (2000). The roles of supervisory support behaviors and environmental policy in employee “ecoinitiatives” at leading-edge European companies. Academy of Management Journal, 43(4), 605–626. https://doi.org/10.2307/1556357
Rani, S., & Mishra, K. (2014). Green HRM: practices and strategic implementation in the organizations. International Journalon Recent and Innovation Trends in Computing and Communication, 2(11), 3633–3639. https://doi.org/10.2224/sbp.2013.41.7.1083
Rawashdeh, A. (2018). The Impact of green human resource management on organizational environmental performance in jordanian health service organizations. Management Science Letters, 8(10), 1049–1058. https://doi.org/10.5267/j.msl.2018.7.006
Renwick, D., Redman, T., & Maguire, S. (2008). Green HRM: a review, process model, and research agenda. University of Sheffield Management School Discussion Paper, 2008(1), 1–46. https://doi.org/10.1111/j.1468-2370.2011.00328.x
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human resource management: a review and research agenda*: Green human resource management. International Journal of Management Reviews, 15(1), 1–14. https://doi.org/10.1111/j.1468-2370.2011.00328.x
Sakka, Sh. E. (2018). Impact of Green human resource management (Ghrm) practices on enhancing supply chain image and performance. Global Journal of Human Resource Management, 6(3), 70–78.
Sayyadi Tooranloo, H., Azadi, M. H., & Sayyahpoor, A. (2017). Analyzing factors affecting implementation success of sustainable human resource management (SHRM) using a Hybrid Approach of FAHP and Type-2 Fuzzy DEMATEL. Journal of Cleaner Production, 162(September), 1252–1265. https://doi.org/10.1016/j.jclepro.2017.06.109
Shaikh, M. W. (2010). Green HRM, a requirement of 21 st century. Journal of Research in Commerce and Management, 1, 122–127.
Shen, J., Dumont, J., & Deng, X. (2018). Employees’ perceptions of green HRM and non-green employee work outcomes: the social identity and stakeholder perspectives. Group & Organization Management, 43(4), 594–622. https://doi.org/10.1177/1059601116664610
Siyambalapitiya, J., Zhang, X., & Liu, X. (2018). Green human resource management: a proposed model in the context of Sri Lanka’s tourism industry. Journal of Cleaner Production, 201(November), 542–555. https://doi.org/10.1016/j.jclepro.2018.07.305
Soo Wee, Y., & Quazi, H. A. (2005). Development and validation of critical factors of environmental management. Industrial Management & Data Systems, 105(1), 96–114. https://doi.org/10.1108/02635570510575216
Sudin, S. (2011). Strategic Green HRM: A proposed model that supports corporate environmental citizenship. In International Conference on Sociality and Economics Development, IPE-DR, 10, 79–83. http://www.ipedr.com/vol10/16-E10014.pdf
Sutton, J., & Austin, Z. (2015). Qualitative research: data collection, analysis, and management. The Canadian Journal of Hospital Pharmacy, 68(3). https://doi.org/10.4212/cjhp.v68i3.1456
Wagner, M. (2013). Green’ Human resource benefits: do they matter as determinants of environmental management system implementation? Journal of Business Ethics, 114(3), 443–456. https://doi.org/10.1007/s10551-012-1356-9
Wu, K.-J., Tseng, M. L., Lim, M. K., & Chiu, A. S. F. (2019). Causal sustainable resource management model using a hierarchical structure and linguistic preferences. Journal of Cleaner Production, 229 (August), 640–651. https://doi.org/10.1016/j.jclepro.2019.04.394
Wulansari, N. A., Witiastuti, R. S., & Ridloah, S. (2018). Employee performance measurement development based on Green HRM indicators. KnE Social Sciences, 3(10), 1179–1194. https://doi.org/10.18502/kss.v3i10.3201
Yong, J. Y., Yusliza, M.-Y., Ramayah, T., & Fawehinmi, O. (2019). Nexus between green intellectual capital and green human resource management. Journal of Cleaner Production, 215(April), 364–374. https://doi.org/10.1016/j.jclepro.2018.12.306
Zoogah, D. B. (2011). The dynamics of green HRM behaviors: a cognitive social information processing approach. German Journal of Human Resource Management, 25(2), 117–139. https://doi.org/10.1177/239700221102500204
Alhadid, A. Y., & A. H. Abu-Rumman. (2014). The impact of green innovation on organizational performance, environmental management behavior as a moderate variable: an analytical study on nuqul group in Jordan. International Journal of Business and Management, 9(7), 51–58. https://doi.org/10.5539/ijbm.v9n7p51
Aykan, E. (2017). Gaining a competitive advantage through green human resource management. In Corporate governance and strategic decision making. IntechOpen. https://doi.org/10.5772/intechopen.69703
Bissing-Olson, M. J., Iyer, A., Fielding, K. S., Zacher, H. (2013). Relationships between daily affect and pro-environmental behavior at work: the moderating role of pro-environmental attitude. Journal of Organizational Behavior, 34(2), 156–175. https://doi.org/10.1002/job.1788
Čekanavičius, L., Bazytė, R., & Dičmonaitė, A. (2014). Green business: challenges and practices. Ekonomika, 93, 74–88. https://doi.org/10.15388/Ekon.2014.0.3021
Chams, N., & García-Blandón, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation, and Recycling, 141 (February), 109–122. https://doi.org/10.1016/j.resconrec.2018.10.006
Cherian, J. P., & Jacob, J. (2012). A Study of Green HR practices and its effective implementation in the organization: a review. International Journal of Business and Management, 7(21), 1–15. https://doi.org/10.5539/ijbm.v7n21p25
Daily, B. F., Bishop, J. W., & Massoud, J. A. (2012). The role of training and empowerment in environmental performance: a study of the Mexican Maquiladora industry. International Journal of Operations & Production Management, 32(5), 631–647. https://doi.org/10.1108/01443571211226524
Devi Kalpana, J. K. (2018). Influence of Green HRM practices on employees performance level – a study with reference to literature review. International Journal of Research and Analytical Reviews (IJRAR), 5(3), 329–333.
Dumont, J., Shen, J., & Deng, X. (2017). Effects of Green HRM practices on employee workplace Green behavior: the role of psychological green climate and employee green values. Human Resource Management, 56(4), 613–627. https://doi.org/10.1002/hrm.21792
Ekasatya, H. N. (2014). Penerapan Kesadaran Lingkungan Dengan Penghematan Anggaran Listrik, Kertas, Air Di Kantor Badan Lingkungan Hidup Kabupaten Probolinggo. Calyptra, 3(2), 1–15.
Florida, R., & Davison, D. (2001). Gaining from green management: environmental management systems inside and outside the factory. California Management Review, 43(3), 64–84. https://doi.org/10.2307/41166089
Garavan, T. N., Heraty, N., Rock, A., & Dalton, E. (2010). Conceptualizing the behavioral barriers to CSR and CS in organizations: a typology of HRD interventions. Advances in Developing Human Resources, 12(5), 587–613. https://doi.org/10.1177/1523422310394779
Gotschol, A., Giovanni, P. De, & Vinzi, V. E. (2014). Is environmental management an economically sustainable business? Journal of Environmental Management, 144, 73–82. https://doi.org/10.1016/j.jenvman.2014.05.001
Haridas, P. K., & Sivasubramanaian, Ch. (2016). Impact of Green HRM Practices on company performance: with special reference to manufacturing industry. International Journal of Engineering Technology Science and Research, 3(12), 49–54.
Jabbour, Ch. J. Ch., & de Sousa Jabbour, A. B. L. (2016). Green Human resource management and Green Supply chain management: linking two emerging agendas. Journal of Cleaner Production, 112 (January), 1824–1833. https://doi.org/10.1016/j.jclepro.2015.01.052
Jackson, S. E., Renwick, D. W. S., Jabbour, Ch. J. C., & Muller-Camen, M. (2011). State-of-the-Art and future directions for green human resource management: introduction to the special issue. German Journal of Human Resource Management, 25(2), 99–116. https://doi.org/10.1177/239700221102500203
Jia, J., Liu, H., Chin, T., & Hu, D. (2018). The continuous mediating effects of GHRM on employees’ Green passion via transformational leadership and green creativity. Sustainability, 10(9), 3237. https://doi.org/10.3390/su10093237
Kitazawa, S., & Sarkis, J. (2000). The relationship between ISO 14001 and continuous source reduction programs. International Journal of Operations & Production Management, 20(2), 225–248. https://doi.org/10.1108/01443570010304279
Lazăr, C. I. (2017). Perspectives on Green marketing and green businesses for sustainable development. Bulletin of the Transilvania University of Brasov. Economic Sciences. Series V, 10(1), 45–52.
Leonidou, L. C., Christodoulides, P., Kyrgidou, L. P., & Palihawadana, D. (2017). Internal drivers and performance consequences of small company Green business strategy: the moderating role of external forces. Journal of Business Ethics, 140(3), 585–606. https://doi.org/10.1007/s10551-015-2670-9
Luu, T. T. (2018). Employees’ Green Recovery performance: the roles of Green HR practices and serving culture. Journal of Sustainable Tourism, 26(8), 1308–1324. https://doi.org/10.1080/09669582.2018.1443113
Macke, J., & Genari, D. (2018). Systematic literature review on sustainable human resource management. Journal of Cleaner Production, 208(January), 806–815. https://doi.org/10.1016/j.jclepro.2018.10.091
Mehta, K., & Pawan K. Ch. (2015). Green HRM in pursuit of environmentally sustainable business. Universal Journal of Industrial and Business Management, 3(3), 74–81.
Miles, M. B., & Huberman, A. M. (1992). Analisis Data Kualitatif. Jakarta: UI Press.
Obaid, T. F., & Rosima, B. (2015). The impact of Green recruitment, Green training, and Green learning on the company performance: conceptual paper. International Journal of Applied Research, 1(12), 951–953.
Opatha, H. H. D. N. P., & Arulrajah, A. A. (2014). Green human resource management: simplified general reflections. International Business Research, 7(8). https://doi.org/10.5539/ibr.v7n8p101
Paillé, P., Chen, Y., Boiral, O., & Jin, J. 2014. The impact of human resource management on environmental performance: an employee-level study. Journal of Business Ethics, 121(3), 451–466. https://doi.org/10.1007/s10551-013-1732-0
Pfeffer, J. (2010). Building sustainable organizations: the human factor. Academy of Management Perspectives, 13. https://doi.org/10.2139/ssrn.1545977
Phillips, L. (2007). Go Green to gain the edge over rivals. People Management, 23(9).
Ragas, S. F. P., Tantay, F. M. A., Chua, L. J. C., & Sunio, C. M. C. (2017). Green lifestyle moderates GHRM’s impact on job performance. International Journal of Productivity and Performance Management, 66 (7), 857–872. https://doi.org/10.1108/IJPPM-04-2016-0076
Ramus, C. A., & Steger, U. (2000). The roles of supervisory support behaviors and environmental policy in employee “ecoinitiatives” at leading-edge European companies. Academy of Management Journal, 43(4), 605–626. https://doi.org/10.2307/1556357
Rani, S., & Mishra, K. (2014). Green HRM: practices and strategic implementation in the organizations. International Journalon Recent and Innovation Trends in Computing and Communication, 2(11), 3633–3639. https://doi.org/10.2224/sbp.2013.41.7.1083
Rawashdeh, A. (2018). The Impact of green human resource management on organizational environmental performance in jordanian health service organizations. Management Science Letters, 8(10), 1049–1058. https://doi.org/10.5267/j.msl.2018.7.006
Renwick, D., Redman, T., & Maguire, S. (2008). Green HRM: a review, process model, and research agenda. University of Sheffield Management School Discussion Paper, 2008(1), 1–46. https://doi.org/10.1111/j.1468-2370.2011.00328.x
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). Green human resource management: a review and research agenda*: Green human resource management. International Journal of Management Reviews, 15(1), 1–14. https://doi.org/10.1111/j.1468-2370.2011.00328.x
Sakka, Sh. E. (2018). Impact of Green human resource management (Ghrm) practices on enhancing supply chain image and performance. Global Journal of Human Resource Management, 6(3), 70–78.
Sayyadi Tooranloo, H., Azadi, M. H., & Sayyahpoor, A. (2017). Analyzing factors affecting implementation success of sustainable human resource management (SHRM) using a Hybrid Approach of FAHP and Type-2 Fuzzy DEMATEL. Journal of Cleaner Production, 162(September), 1252–1265. https://doi.org/10.1016/j.jclepro.2017.06.109
Shaikh, M. W. (2010). Green HRM, a requirement of 21 st century. Journal of Research in Commerce and Management, 1, 122–127.
Shen, J., Dumont, J., & Deng, X. (2018). Employees’ perceptions of green HRM and non-green employee work outcomes: the social identity and stakeholder perspectives. Group & Organization Management, 43(4), 594–622. https://doi.org/10.1177/1059601116664610
Siyambalapitiya, J., Zhang, X., & Liu, X. (2018). Green human resource management: a proposed model in the context of Sri Lanka’s tourism industry. Journal of Cleaner Production, 201(November), 542–555. https://doi.org/10.1016/j.jclepro.2018.07.305
Soo Wee, Y., & Quazi, H. A. (2005). Development and validation of critical factors of environmental management. Industrial Management & Data Systems, 105(1), 96–114. https://doi.org/10.1108/02635570510575216
Sudin, S. (2011). Strategic Green HRM: A proposed model that supports corporate environmental citizenship. In International Conference on Sociality and Economics Development, IPE-DR, 10, 79–83. http://www.ipedr.com/vol10/16-E10014.pdf
Sutton, J., & Austin, Z. (2015). Qualitative research: data collection, analysis, and management. The Canadian Journal of Hospital Pharmacy, 68(3). https://doi.org/10.4212/cjhp.v68i3.1456
Wagner, M. (2013). Green’ Human resource benefits: do they matter as determinants of environmental management system implementation? Journal of Business Ethics, 114(3), 443–456. https://doi.org/10.1007/s10551-012-1356-9
Wu, K.-J., Tseng, M. L., Lim, M. K., & Chiu, A. S. F. (2019). Causal sustainable resource management model using a hierarchical structure and linguistic preferences. Journal of Cleaner Production, 229 (August), 640–651. https://doi.org/10.1016/j.jclepro.2019.04.394
Wulansari, N. A., Witiastuti, R. S., & Ridloah, S. (2018). Employee performance measurement development based on Green HRM indicators. KnE Social Sciences, 3(10), 1179–1194. https://doi.org/10.18502/kss.v3i10.3201
Yong, J. Y., Yusliza, M.-Y., Ramayah, T., & Fawehinmi, O. (2019). Nexus between green intellectual capital and green human resource management. Journal of Cleaner Production, 215(April), 364–374. https://doi.org/10.1016/j.jclepro.2018.12.306
Zoogah, D. B. (2011). The dynamics of green HRM behaviors: a cognitive social information processing approach. German Journal of Human Resource Management, 25(2), 117–139. https://doi.org/10.1177/239700221102500204