可持续发展目标和绿色人力资源管理:对环境绩效的全面审查
Abdul Haseeb Tahir1, Muhammad Umer2, Shazia Nauman3
1School of Economics and Management, Nanjing University of Science and Technology, 210094, Nanjing, China.
Journal of environmental management
|September 27, 2024
概括
绿色人力资源管理实践通过培养环保员工行为,显著提高环境绩效. 组织应实施这些战略,以实现可持续发展目标.
科学领域:
- 商业和管理的管理.
- 环境科学 环境科学
- 组织行为 组织行为
背景情况:
- 越来越重视可持续发展目标,需要创新的组织实践.
- 越来越多的利益相关者和社会压力推动了对企业可持续性的需求.
- 环境绩效是整体组织可持续性的关键组成部分.
研究的目的:
- 对绿色人力资源管理实践与环境绩效之间的关系进行系统审查和文献计量分析.
- 确定影响环境结果的关键绿色人力资源管理实践.
- 了解这一领域的理论基础和未来的研究方向.
主要方法:
- 来自Scopus和Web of Science数据库的242篇顶级文章的系统审查.
- 涵盖21世纪第一季度的图书识别分析.
- 遵守系统审查和元分析 (PRISMA) 方法论的首选报告项目.
主要成果:
- 绿色人力资源管理与环境绩效之间的重要关系在2015年出现,在COVID-19后获得了普及.
- 关键实践包括绿色能力建设,动机增强和员工参与.
- 绿色人力资源管理促进员工的环保行为,积极影响环境绩效.
- 能力-动机-机会 (AMO) 理论经常被用来解释这些机制.
结论:
- 组织应采用战略绿色人力资源管理实践,以提高环境绩效.
- 获得和留住承诺的,环保的员工对于可持续性至关重要.
- 未来的研究应该探讨企业的环境责任,监管强度,亲环境行为和绿色工作与生活平衡.
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