Analyzing the Effect of Green HRM on Organizational Performance
DOI:
https://doi.org/10.61506/01.00402Keywords:
Green Human Resource Management (GHRM), Organizational Performance, Environmental Sustainability, Employee EngagementAbstract
Background:Organizations are implementing Green Human Resource Management (GHRM) techniques to improve their environmental performance and overall organizational efficiency as environmental sustainability becomes increasingly important in today's economic climate. GHRM incorporates environmental management concepts into human resource procedures in an effort to lessen their impact on the environment and enhance organizational performance. Objective: This study aims to examine how GHRM practices affect organizational performance, specifically how they affect employee engagement, environmental sustainability, and overall company success. Method: Data were gathered using a structured questionnaire designed to assess various aspects of Green HRM and organizational performance. A quantitative survey was distributed to 150 organizations implementing GHRM practices, achieving a response rate of 75%. The survey included questions on environmental performance metrics, employee engagement, and organizational performance. Additionally, qualitative data were collected through in-depth interviews with 20 HR managers and sustainability officers from the surveyed organizations. Data analysis is performed using SPSS version 28.0 for preliminary analyses and AMOS version 28.0 for SEM. The choice of software is based on its robustness and suitability for advanced statistical analysis. Result: The analysis revealed that 68% of organizations reported significant improvements in their environmental performance, including a 15% reduction in energy consumption and a 20% decrease in waste production. Employee engagement scores increased by an average of 25%, with 60% of respondents noting higher job satisfaction linked to GHRM practices. Furthermore, 55% of organizations experienced enhanced overall business performance, including increased profitability and market competitiveness. Despite these positive outcomes, 40% of organizations reported challenges related to initial investment costs and integrating GHRM practices into existing HR systems. Conclusion: GHRM practices positively influence organizational performance by promoting environmental sustainability and increasing employee engagement. Organizations that effectively integrate GHRM into their HR strategies can significantly improve environmental and business performance. However, overcoming initial implementation challenges is crucial for realizing the full benefits of GHRM. Future research should explore longitudinal effects and sector-specific variations in GHRM impact.
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