Emerging Issues in Occupational Health Psychology

The world of work is changing dramatically due to continuous technological advancements and globalization (the so-called industry 4 [...

Increasing the Creativity of Children with Special Needs through Waste Recycling

This study explores the potential of waste recycling programs to promote the creativity of children with special needs. The study is based on a review of qualitative data from parents, teachers, and program leaders who have participated in waste recycling programs with children with special needs. The results suggest that waste recycling programs can have a positive impact on the creativity, social skills, and self-esteem of children with special needs. By using recycled materials, these programs provide a unique and engaging way for children to explore and experiment with different materials and techniques, fostering a sense of creativity and innovation. Additionally, these programs provide opportunities for collaboration and teamwork, which can promote the development of social skills and the formation of positive relationships among program participants. These findings highlight the potential of waste recycling programs to be an effective tool for promoting the well-being and personal growth of children with special needs, and suggest that further research is needed to identify the key components of effective programs

Reimagining Green Human Resource Management for Sustainable Performance: Towards an Integrative Processual Framework

Despite different attempts to explain the direct and indirect impacts of green practices on Human Resource Management issues like performance and sustainability, an integrative framework showing how GHRM can be used as a vehicle for sustainable performance is missing. To address this void, we conducted a systematic literature review of over 117 papers on GHRM which led to the identification of fourteen organisation and people-oriented areas. We clustered the most frequently occurring into five categories namely Ability-Motivation-Opportunity, Resource Based View, Social Identity, Social Exchange and Stakeholder Theory and justified why the remaining nine were left out on the basis of non-frequent occurrence in the literature. Based on these results, an integrative processual framework on five organisational and people-oriented aspects has been developed for the first time in GHRM research. These are then further developed into 5 steps to show how they can be implemented. It was later found necessary to add a sixth step to emphasise how GHRM can be reconfigured and practically implemented as a force for sustainable individual and organisational performance. We contribute theoretically to Social Identity and Social Engagement Theory by highlighting the significant role of Deci and Ryan’s ‘Self-Determination’ and ‘Organismic Integration Theories’ in enhancing GHRM implementation and individual and organizational reputational benefits. Our managerial contributions are anchored on the need for prioritising mechanisms, policy initiatives and Human Resource Practices for a greener social, environmental and economic performance. This new triple bottom line is referred to as Sustainable GHRM and Performance (SGHRMP). We discuss the value and implications of our contributions and provide a future research agenda for GHRM

The impact of green HRM on employees’ eco-friendly behavior: the mediator role of organizational identification

This study sought to explore the impact of green human resource management on organizational identification and employees’ eco-friendly behavior, as well as the mediating role of organizational identification in the relationship between green human resource management and employees’ eco-friendly behavior. To achieve the study objectives, a cross-sectional quantitative study was developed, for which the data were obtained through a structured questionnaire containing the measures of the study variables. Data were collected from 235 employees from several Portuguese tourism organizations participating in the study. The Harman test and bootstrapping were applied previously to the assessment of the results. The mediation study’s hypothesis was evaluated using Baron and Kenny’s linear regression method, and subsequently complemented using the Sobel test. The findings showed that the implementation of green HRM practices in tourism organizations has a positive impact on employees’ eco-friendly behavior and on organizational identification, with the latter mediating the relationship between green human resource management and employees’ eco-friendly behavior. The study is breaking new ground because it incorporates the impact of green human resource management on organizational identification and employees’ eco-friendly behavior in a single research model, thus expanding knowledge on the subject, namely in the tourism sector in Portugal.info:eu-repo/semantics/publishedVersio

How does the perceived green human resource management impact employee’s green innovative behavior? —From the perspective of theory of planned behavior

Employees’ green innovative behavior encouraged by enterprises plays an important role in the enterprise sustainable development. The study explores the impact of perceived green human resource management on employees’ innovative behavior. Drawing upon the planned behavior theory, this study examines how perceived green human resource management impact employees’ green innovation behavior. Through three-stage questionnaire survey, 207 samples are obtained and hierarchical regression is employed to test the hypothesis., Data analysis results show that perceived green human resource management has a directly positive effect on employees’ green innovative behavior. Green behavior intention, self-efficacy of environmental protection behavior, and identity with the company’s green environmental protection system are the mediators between perceived green human resource management and employees’ green innovative behavior. Meanwhile, the results demonstrate that there is a chain mediating relationship among these variables. In addition, green supply chain management moderates the relationship between the identity of a green environmental protection system and employees’ green innovative behavior. These conclusions transcend the macro perspective and open the black box between green human resource management and enterprise performance. Enterprise should take a holistic view to play the role of green human resource management and supply chain management in the implementation of environmental strategy

Green Human Resource Management – An Employee Perspective

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IN-DEPTH REVIEW OF GREEN HUMAN RESOURCE MANAGEMENT ALONG WITH LATEST INITIATIVES

Purpose: The paper aims to review advancements and current literature in the field of Green Human Resource Management (GHRM). It further intends to understand the relationship of GHRM with multiple variables and to highlight multiple green initiatives that organizations can use to further their environmental agenda

Effects of Green Human Resource Management practices on environmental performance: Evidence from Textile Sector of Emerging Country

This research study explores the impact of Green Human Resource Management practices such as Green Recruitment & Selection, Green Training & Development, Green Employee Empowerment, Green Rewards & Compensation and Green Performance Management on Environmental Performance in context with textile sector. In today’s fast moving world where manufacturing and production industries are in vogue, so there is a huge requirement to follow these Green HRM practices to minimize the usage of electricity and power, for the proper utilization of resources and for the sustainability of environment. The data was analyzed by using partial Least Square (PLS) and structural Equation Modeling (SEM) and the discrepancies in relationships were reported. The outcomes of this research study will not only help employees but also help students to study and explore more about Green Human Resource Management activities and their applications in organization for the sustainability of environment. This research will also helpful for the managers or supervisors who can initiates GHRM practices in their firms or workplaces to make the environment green