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2017 | nr 6 | 21--39
Tytuł artykułu

Exploring Green Human Resource Management : Knowledge-based State of the Art

Warianty tytułu
Badania nad zielonym zarządzaniem zasobami ludzkimi : stan według współczesnej wiedzy
Języki publikacji
EN
Abstrakty
EN
Green HRM is analyzed in terms of an input-transformation-output model with stakeholders as drivers (= inputs), green HRM practices as mediating variables (= transformation), and company environmental performance (= output). Six research questions are asked and answered, heavily relying on empirical research findings from various international studies. It is shown that green HRM, when properly managed, will pay off through economic and non-economic benefits for both companies and employees. Special attention is drawn to Organizational (Employee) Surveys that enable the direct participation of employees in Green management decision-making. (original abstract)
Analiza zielonego ZZL dokonana została w ramach modelu 'bodziec-przekształcenie-skutek, w którym interesariusze stanowią czynnik sprawczy (= bodziec), praktyki zielonego ZZL to zmienne pośredniczące (= przekształcenie), a efektywność ekologiczna przedsiębiorstwa to wynik działania (= skutek). Odpowiedzi na sześć pytań badawczych postawionych w artykule opierają się w głównej mierze na ustaleniach empirycznych pochodzących z różnych badań międzynarodowych. Artykuł wykazuje, że odpowiednio zarządzane zielone ZZL daje korzyści ekonomiczne i pozaekonomiczne zarówno przedsiębiorstwom jak i pracownikom. Szczególna uwaga została poświęcona znaczeniu badań organizacyjnych (pracowników), które umożliwiają pracownikom bezpośrednia partycypację w zielonych procesach podejmowania decyzji zarządczych. (abstrakt oryginalny)
Rocznik
Numer
Strony
21--39
Opis fizyczny
Twórcy
  • ISPA consult GmbH, Stuttgart, Germany
Bibliografia
  • Ackermann, K.-F. (2011), "Organizational Surveys and Participative Management Approaches," Tyson, S. et al. (Editors), Appraising and Exploring Organizations, London (First Edition 1988; Routledge Revivals 2011), pp. 80-99.
  • Ackermann, K.-F. (Editor) (2000), "Balanced Scorecard für Personalmanagement und Personalführung" [Balanced scorecard for HR management], Wiesbaden.
  • Arndt, H.-K. et al, "Umweltqualitätsziele von Unternehmen und ihre Durchsetzung" [Environmental objectives of companies and their implementation], Conference Documentation, Berlin, 1993.
  • Bain & Company (Editor) (2013a), "The Big Green Talent Machine," London, 8 pages.
  • Bain & Company (2013b), "Globale Bain-Umfrage zum Stellenwert von Nachhaltigkeit bei Arbeitnehmern" [Global Bain Survey on the significance of sustainability for employees], [http: www.presse-portal.de and pm and 19104 and 2539323].
  • Bangwal, D. and Tiwari, P. (2015), "Green HRM: A Way to Greening the Environment," JOSR Journal of Business and Management, Vol. 17, Issue 12 (December), pp. 45-53.
  • Cherian, J. and Jacob, J. (2012), "A Study of Green HR Practices and Its Effective Implementation in the Organization: A Review," International Journal of Business and Management, Vol. 7, no. 2, pp. 25-33.
  • Dumont, J. et al., "Green HRM Practices: A Case Study," JIMS, Vol. 15, no. 2, 2015, pp. 15-22.
  • Facit Research GmbH & Co. KG (2016), "Sustainability Image Score - 2016. Das Nachhaltigkeitszeugnis deutscher Unternehmen aus Konsumentensicht" [Sustainability credentials of German companies from the consumers' point of view], München.
  • Fischer, S. and Knepel, K., "Die neue Rolle des HRM als Sustainability Principal" [The new role of HRM as the sustainability principal], Personalwirtschaft, no. 10, 2011, pp. 1-7.
  • Forsyth, S. and Polzer-Debruyne, A. (2007), "The Organizational Pay-Offs for Perceived Work-Life Balance Support," Asia Pacific Journal of Human Resources, Vol. 45 (1), pp. 113-123.
  • Gholani, H. et al., "State-of-the-Art Green HRM System Sustainability in the Sports Center in Malaysia Using a Multi-Methods Approach and Opportunities for Future Research," Journal of Cleaner Production, no. 124, 2016, pp. 142-163.
  • Guerci, M. et al. (2016), "Translating Stakeholder Pressures into Environmental Performance: The Mediating Role of Green HRM Practices," The International Journal of Human Resource Management, no. 27 (2), pp. 262-289.
  • Harrach, C. et al. (2014), "Studie zu nachhaltigkeitsorientierten Mitarbeitern. Nachhaltige Werte am Arbeitsplatz lohnen sich" [Study on sustainability-oriented employees: Sustainable values at the work place pay-off], Ökologisches Wirtschaften [Ecological Business Practices], (29) January 2014, pp. 12-13.
  • Harrach, C. (2013), "Nachhaltigkeit. Unternehmen unterschätzen ihre Mitarbeiter" [Sustainability: Businesses underestimate their employees], [http: www.wiwo.de and technologie and green and nachhaltigkeit-unternehmen-unterschaetzen-ihre-mitarbeiter and 13545630.html].
  • Hillert, A. (2017), "Formal versus psychosomatisch: Wie beurteilt man psychische Gefährdungen am Arbeitsplatz?" [Formal versus psychosomatic: How to assess mental risks at the work place], Wirtschaftspsychologie aktuell, no. 3, 2017, p. 53-56.
  • Hauff, V. (Editors) (1987), "Unsere gemeinsame Zukunft. Der Brundtland-Bericht der Weltkommission für Umwelt und Entwicklung" [Our common future: The Brundtland Report of the World Commission on Environment and Development], Greven.
  • Jackson, S. E. et al., "State-of-the-Art and Future Directions for Green Human Resource Management: Introduction to the Special Issue," Zeitschrift für Personalforschung [Journal for HR Research], 25 and 2, Special Issue 2011, pp. 99-116.
  • Jackson, S. E. and Seo, J. (2010), "The Greening of Strategic HRM Scholarship," Organization Management Journal, 2010, no. 7, pp. 278-290.
  • Kumari, P. (2012), "Green HRM: Issues and Challenges," Human Resource Management, vol. 1 and 5, October 2012, pp. 80-83.
  • Lubin, D. A. and Esty, D. C. (2010), "Megatrend Nachhaltigkeit" [Mega trend sustainability], Harvard Business Manager, July, pp. 74-85.
  • Muster, V. and Schrader, U. (2011), "Green Work-Life Balance: A New Practice for Green HRM," Zeitschrift für Personalforschung [Journal for HR Research], no. 25 (2), pp. 140-156.
  • McWilliams, A. et al. (2006), "Corporate Social Responsibility: Strategic Implications," Journal of Management Studies, Vol. 43, no. 1, pp. 1-18.
  • Mehta, K. and Chugan, P. K. (2015), "Green HRM in Pursuit of Environmentally Sustainability Business," Universal Journal of Industrial and Business Management, no. 3 (3), pp. 74-81.
  • Müller-Camen, M. and Zdravkovic D. (2012), "Green HRM: Schon Realität oder noch Zukunftsvision?" [Green HRM: Already reality or still vision for the future?], [http: www.hrm.de and fachartikel and green-hrm:-schon-realit%C3%A4t-oder-noch-zukunftsvision%3F].
  • Prasad, R. S. (2013), "Green HRM-Partner in Sustainable Competitive Growth," Journal of Management Sciences and Technology, no. 1(1) October, pp. 15-18.
  • Renwick, D. W. S. et al. (2016), "Contemporary Developments in Green (Environmental) HRM Scholarship," International Journal of Human Resource Management, no. 27 (1-2), pp. 114-128.
  • Renwick, D. et al. (2012), "Green Human Resource Management, A Review and Research Agenda" (Online pp. 1-35), short version in International Journal of Management Reviews, no. 15 (1) pp. 1-14.
  • Renwick, D. et al. (2008), "Green HRM: A Review, Process Model, and Research Agenda," Discussion Paper no. 2008.01, April 2008, from the University of Sheffield, Management School.
  • Stein, V. (2012), "Green HRM. Ein Feld für die Career Service-Arbeit" [Green HRM: A field for career service work], Arbeitspapiere [Working papers] No. 003-2012, [www.pmg.uni-siegen.de].
  • Steinle, C. et al. (1998), "Zukunftsgerichtetes Controlling" [Future-oriented controlling], 3rd Edition.
  • Volkswagen AG (2016), "Verantwortung und Wandel. Nachhaltigkeitsbericht 2016" [Responsibility and change: Sustainability report 2016], Wolfsburg.
  • Zaugg, R.J. (2009), "Nachhaltiges Personalmanagement. Eine neue Perspektive und empirische Exploration des Human Resource Management" [Sustainable human resource management: A new perspective and empirical exploration of human resource management], Wiesbaden.
  • Zoogah, D. B. (2011), "The Dynamics of Green HRM Behaviors: A Cognitive Social Information Processing Approach," Zeitschrift f. Personalforschung [Journal for HR Research] no. 25 (2), pp. 117-139.
Typ dokumentu
Bibliografia
Identyfikatory
Identyfikator YADDA
bwmeta1.element.ekon-element-000171497807

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