绿色人力资源管理实践是否足以建立成功的绿色企业,与创新和知识共享行为相互联系? 中国案例中国案例
Wang Jinliang1,2, Massoud Moslehpour3,4, Trung Kien Tran5
1School of Management, Guangdong University of Science and Technology, Dongguan, Guangdong Province, China.
Environmental science and pollution research international
|August 18, 2023
概括
绿色人力资源管理 (HRM) 实践促进了中国制造业的知识共享和生态创新. 这些因素间接导致成功的绿色企业,强调了环保意识战略的重要性.
科学领域:
- 环境管理环境管理
- 组织行为 组织行为
- 可持续的商业实践 可持续的商业实践
背景情况:
- 组织越来越多地整合绿色实践来实现可持续增长.
- 制造业面临着采取环保方法的压力.
- 绿色人力资源管理 (HRM) 被认为是一个关键的组织元素.
研究的目的:
- 检查绿色人力资源管理实践对中国制造业生态创新和知识共享文化的影响.
- 确定生态创新和知识共享是否调解了绿色人力资源管理和绿色企业之间的关系.
- 通过战略的人力资源管理,为建立成功的绿色企业提供见解.
主要方法:
- 在中国的制造业雇员中进行了一项调查.
- 数据分析使用SPSS-AMOS来评估模型可靠性和测试假设.
- 该研究采用了定量研究方法来验证拟议的关系.
主要成果:
- 绿色人力资源管理实践显著提高了员工之间的知识共享行为.
- 绿色人力资源管理实践积极影响绿色创新的采用.
- 生态创新和知识共享行为是关键的调解者,将绿色人力资源管理与绿色企业联系起来.
结论:
- 绿色人力资源管理对于促进知识共享和环境承诺至关重要.
- 通过绿色人力资源管理推动的有效知识共享有助于成功的绿色企业.
- 该研究强调了通过生态创新和知识共享,从绿色人力资源管理到成功的绿色企业的间接途径.
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