Green Human Resource Management Bundle Practices And Sustainable Manufacturing Performance: Understanding Potential Relationships

open access articleIn this era of the modern business environment, organizations have to constantly adapt and react to new ecological challenges. Therefore, it is critical for organizations to adopt various eco-friendly practices and processes and involve their employees in such practices; thereby achieving organizations‘ environmental goals. The objective of this paper is to investigate the impact of Green Human Resources Management (GHRM) practices as a bundle on environmental, economic, social and operational performance within the manufacturing sector of Palestine. The paper employs a quantitative research methodology. Data collected through surveys from 121 Palestinian manufacturing firms to test hypotheses using partial least square of structural equation model (PLS-SEM). The statistical analysis revealed that GHRM bundle practices have a positive influence on the four dimensions of organizational performance. The findings of this study can help manufacturing firms in identifying efficacious tactics for adopting GHRM practices that take part in sustainable development

The Impact of Green Human Resource Management Practices with Sustainable and Operational Performance: A Conceptual Model

Although wide ranges of studies are available on manufacturing sustainable performance issues, literature on Green Human Resources Management (GHRM) practices and their impact on manufacturers’ sustainable and operational performances is scare. This study aims at identifying GHRM practices and to assess their impact on sustainable and operational performance. This current study adopted systematic literature and content analysis approach for the development of a conceptual model. It has been found that most influencing GHRM practices are green recruitment and selection, green training, green performance evaluation, and a green reward system. The uniqueness of this study is the evaluation of the GHRM practices with sustainable and operational performance in a single study. Moreover, the paper highlights that manufacturing organizations must focus on GHRM practices to deliver enhanced sustainable performance besides operational performance to achieve competitive advantage. For future studies, there is a need to empirically verify the proposed conceptual model presented in this paper

Organic structures for manufacturing support services : the role of affective commitment

Manufacturing support services, operating as call centres, are one of the fastest growing and preferred means of service delivery in today's ever-changing manufacturing environment. The call centre has a significant potential to provide support to manufacturing organizations with business intelligence captured during contacts with customers. Research has shown that affective commitment is of particular significance in the workplace since this has been found to have the greatest impact on individuals performance, on-work behaviour and ultimately organisational effectiveness (Porter, Steers ;Boulian 1974, Sung 2007, Shum 2008, Herscovitch 2002, Gong 2009). Meyer and Allen (1991) define affective commitment as a measure of the employee's emotional attachment to the organisation, the strength of identification with the goals of the organisation and strength of commitment to its success and continuous improvement. However, call centres are mechanistic structure models represented by close monitoring of words, stressful working loads, emotional exhaustion and burnout, and minor empowerment of employees. As a result employees lack affective commitment which detrimentally influences the service quality and has consequences such as high employee turnover and low customer satisfaction. Mechanistic structures are inward oriented structures that must be shielded from the environment but call centres are outward-facing entities. This firmly implies that call centres must be given a certain form of organic structure that will stimulate affective commitment building among employees and improve work conditions. This study aims to identify that by the implementation of an organic structure, through a systems engineering approach, to the design of manufacturing support services, the affective commitment of front-line employees will significantly increase, and due to that significant, but often counter-intuitive, benefits can be created. Conducted on a multiple-case design, three organisations were selected in this research study to collect both qualitative and quantitative data. Results were analysed for each case individually before it was analysed on inter-case basis. This has been done to show differences and similarities in patterns of data across the case studies. Results from the research show that structuring call centres around the principles of systems thinking will produce an organically structured support services department that will improve employees working conditions, and will formally institute the integration of call centre with other business units in the manufacturing organisation. The cross-case comparison revealed significant improvement in employees affective commitment level using organic structure when contrasted with employees working under mechanistic structure designs. It was revealed that by leveraging employee s affective commitment that significant benefits can be created at different levels in the organisation; an employee s level, managerial level, customer level, and the overall business level. A novel methodology for organic structures implementation, as a value creating model, was formulated. The emerged methodology consists of six major tasks and a decision making criteria. Results from this research indicate that there is a need for manufacturing organisations to structure their support services departments following organic structures that could provide a rewarding working experience for their employees while achieving organisational goals. The study makes an explicit practical contribution for manufacturing organisations in the selection of proper support service design and contribute substantially to the theory about manufacturing support services structures and management.EThOS - Electronic Theses Online ServiceGBUnited Kingdo

Green Human Resource Management Practices Among Palestinian Manufacturing Firms- An Exploratory Study

Organizations are increasingly finding it challenging to balance economic and environmental performance particularly those that face competitive, regulatory and community pressure. With the increasing pressures for environmental sustainability, this calls for the new formulation of strategies by the manufacturers in order to minimize their products and services negative impact on the environment. Hence, Green Human Resource Management (GHRM) continues to be an important research agenda among the researchers. In Palestine, green issues are new and still developing. Constant study is needed to fully understand and update information regarding this area. Objective: The aim of this paper is to explore the views and level of acceptance of GHRM practices among manufacturing firms in Palestine. Results: Through the use of e-mail survey, 121 responses were obtained to generate the results of the study. The result showed GHRM practices have been practiced to somewhat to a greater extent a firms in Palestine. Findings can be extended to study on the issues in further. Academicians and practitioners can apply this result to their research and business strategies on how to improve sustainable performance and to effectively implement GHRM practices

Green Human Resource Management Bundle Practices and Sustainable Manufacturing Performance: Understanding Potential Relationships

open access articleIn this era of the modern business environment, organizations have to constantly adapt and react to new ecological challenges. Therefore, it is critical for organizations to adopt various eco-friendly practices and processes and involve their employees in such practices; thereby achieving organizations’ environmental goals. The objective of this paper is to investigate the impact of Green Human Resources Management (GHRM) practices as a bundle on environmental, economic, social and operational performance within the manufacturing sector of Palestine. The paper employs a quantitative research methodology. Data collected through surveys from 121 Palestinian manufacturing firms to test hypotheses using partial least square of structural equation model (PLS-SEM). The statistical analysis revealed that GHRM bundle practices have a positive influence on the four dimensions of organizational performance. The findings of this study can help manufacturing firms in identifying efficacious tactics for adopting GHRM practices that take part in sustainable development

Total Quality Management for Enhancing Organizational Performance: The Mediating Role of Green Manufacturing Practices

The file attached to this record is the author's final peer reviewed version. The Publisher's final version can be found by following the DOI link.Owing to the rapidly deteriorating environment in developing countries caused by practices of manufacturing organizations and lack of adequate studies that can help manufacturing organizations to counter this issue, this paper aims to investigate the underlying relationship between total quality management (TQM) and the level of green manufacturing (GM) practices implementation in Palestinian food manufacturing companies (PFMC). The paper also investigates how GM practices mediate the relationship between TQM and Organizational Performance (OP) of PFMC. A quantitative research method using a survey instrument collected data from senior, quality, and human resources (HR) managers from 250 PFMC. The statistical data analysis indicated a significant positive correlation between TQM practices and overall OP (r = 0.605; p ≤ 0.01). This indicates that TQM practices significantly supports achieving overall OP objectives. Also, results found a significant positive correlation between the TQM practices and the implementation level of GM practices (r = 0.650; p ≤ 0.01), suggesting the significant role of TQM in enhancing organizational capabilities in implementing GM practices. Moreover, the results indicated that GM practices are equally important to TQM practices in enhancing overall OP; as GM practices were found to have a positive correlation with improving overall OP of PFMC (r = 0.827; p ≤ 0.01). Finally, TQM practices are found to have a significant indirect effect on OP mediated by GM practices (β = 0.55, p ≤ 0.05), whereas a significant total effect of TQM practices on OP were found (β = 0.64, p ≤ 0.05), reflecting that the GM practices' mediating effect partially accounts for roughly 86% of total effect of TQM practices on overall OP. This empirical study is considered as the first study investigating the impact of TQM practices on implementation of GM practices and their complementary impact on OP in Palestine, adding great value to literature via responding to calls to counter environmental issues in developing countries’ context

Unveiling the status of TQM-performance link in the private, public, and third sectors: a systematic review

Total Quality Management (TQM) research predominantly focuses on private sector industries, with limited attention to other key sectors like the third sector. This shortage is evident despite the TQM literature highlighting the importance of considering the business sector context when assessing TQM implementation. Therefore, this paper aims to report the recent developments in the relationship between TQM and Organizational Performance (OP) in the three sectors of the economy: the private, the public, and the third sectors. Through a systematic literature review methodology, 331 empirical studies published from 2000 to 2022 were analysed, drawn from Scopus, ABI Global, and EBSCO databases. The results indicate a paucity of empirical research on TQM and OP within the third sector, in contrast, TQM and OP have been extensively investigated in the private sector and to a moderate extent in the public sector. The study's novelty lies in utilising contingency theory to highlight the role of sector type as a contextual factor in TQM implementation across the three sectors: private, public, and third sector. This research contributes to the TQM literature by identifying existing research gaps in the third sector context, emphasising the urgency of empirical research that considers essential organisational variables alongside TQM and OP

Interplay between GHRM and Logistics Social Responsibility: When big data analytics matters

The file attached to this record is the author's final peer reviewed version. The Publisher's final version can be found by following the DOI link.Purpose: This paper analyses the role of green human resources management (GHRM) practices on the application of logistics social responsibility (LSR) practices and examines the moderating effect of big data analytics (BDA) utilisation levels within these relationships. Design/Methodology/Approach: Based on quantitative research methodology using survey data from 404 managers in the logistics service providers (LSPs) industry in the Philippines, PLS-SEM technique was used to test hypotheses formulated in this research. Findings: Empirical results achieved suggest that GHRM practices have a significant positive impact on LSR. Among all individual GHRM practices, green training and development did not have any influence on LSR. While the results also revealed that BDA assimilation acts as a moderator of the relationship between GHRM and LSR, no support was found for the moderation effect of BDA acceptance or adoption on this relationship. Originality: The study fills a gap in the logistics literature by introducing dynamic capabilities theory to the nexus between GHRM and SLR for the first time, which reveals previously unknown answers on effects of GHRM practices on LSR. The study also introduces BDA assimilation as an important moderator that can strengthen positive impact of GHRM on LS