Abbas, Z., Sarwar, S., Rehman, M. A., Zámečník, R., & Shoaib, M. (2022). Green HRM promotes higher education sustainability: A mediated-moderated analysis. International Journal of Manpower, 43(3), 827–843. https://doi.org/10.1108/IJM-04-2020-0171
Green HRM promotes higher education sustainability : a mediated-moderated analysis
|Author:||Abbas, Zuhair1; Sarwar, Shagufta2; Rehman, Mohsin Abdur3;|
1Department of Business Administration, Faculty of Management and Economics, Tomas Bata University in Zlin, Zlín, Czech Republic
2Business Division, Higher Colleges of Technology, Abu Dhabi, United Arab Emirates
3Department of Marketing, Management and International Business, Oulu Business School, University of Oulu, Oulu, Finland
|Online Access:||PDF Full Text (PDF, 0.8 MB)|
|Persistent link:|| http://urn.fi/urn:nbn:fi-fe2022031423389
|Publish Date:|| 2022-03-14
Purpose: In the contemporary world, where sustainability at higher education is at the forefront, the ever-changing business ecosystem nurtures a new drift towards economic, environmental and social performance. This study aims to measure the impact of green human resource management (GHRM) practices on sustainability in the higher education of a developing country context through a theoretical aspect of Resource-Based View (RBV).
Design/methodology/approach: This study adopted a quantitative approach to propose and test a model based on predictors of sustainability. The survey approach received 190 responses from employees (faculty and non-faculty members) working as a full-time in the 40 higher education institutions (HEIs) of Pakistan. The structural and measurement model was calculated using SmartPLS.
Findings: The results show that “green training and development” (GTD) and “top management commitment towards greening workforce (TMCGW)” have a positive relationship with sustainability while green recruitment and selection (GRS) was not supported by sustainability. The mediating effect of TMCGW plays a crucial role between GTD and sustainability. Also, this study contributes through the moderating interaction effect of Gender between GTD and sustainability. Overall the GHRM practices promote employee green behavior and sustainability.
Originality/value: The proposed research model in the current study is a substantial gap in the literature and exploring this connection requires new theoretical frameworks. To bridge this literature gap, this study examined the role of GHRM on sustainability at micro-level (employee perspective) through a theoretical aspect of RBV in the developing country higher education context of Pakistan. Importantly, this study enhances the understanding of the emerging global wave of green mobility and highlights the impact of GHRM practices on sustainability through perception of academic professionals.
International journal of manpower
|Pages:||827 - 843|
|Type of Publication:||
A1 Journal article – refereed
|Field of Science:||
512 Business and management
This research was supported by Internal Grant Agency of FaME TBU No. IGA/FaME/2021/009 towards the project title “Green Human Resource Management Practices leading Transformation towards Sustainable Performance in the Selected Sectors”.
© Emerald Publishing Limited. This article is published under the Creative Commons Attribution (CC BY-NC 4.0) licence.