ENHANCING ORGANIZATIONAL SUSTAINABILITY THROUGH GREEN HUMAN RESOURCE MANAGEMENT PRACTICES: A STRATEGIC APPROACH TO ENVIRONMENTAL STEWARDSHIP
DOI:
https://doi.org/10.29103/icofeb.v2i-.1071Keywords:
Green Recruitment, Employee Engagement, Organizational Culture, Sustainability, Green Human Resource ManagementAbstract
This study focuses on how GHRM practices might affect organizational sustainability performance given some indicators. The present study has been designed to investigate the contribution of green recruitment and environmental training to the engagement of employees and, consequently, improved sustainability performance. Qualitative methods will be applied, including interviews and data collection from the sustainability reports of different organizations which implement GHRM. Findings indicate that green recruitment produces environmentally sensitive candidates who enhance the green commitment of the employees. Environmental training significantly enhances employee environmental awareness and competence, leading to improved environmental performance. Employee engagement in sustainability issues elicits more involvement in such matters and thus develops higher organizational citizenship behavior. Moreover, performance management that includes environmental performance metrics motivates employee eco-friendly behaviors; likewise, an organizational culture that supports sustainability fosters ongoing improvement in environmental behavior. However, the study again indicates limitations that could arise from the challenges of generalizing findings across specific industries. That which makes this study particularly unique is its strategic perspective on how GHRM practices can be integrated as part and parcel of general environmental management frameworks in order to make a difference in long-term sustainability outcomes. The importance of GHRM to align HR strategies with organizational environmental goals stresses its role for fostering sustainable organizational culture.
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