GREEN HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANISATIONAL SUSTAINABILITY IN THE FOOD AND BEVERAGE INDUSTRY IN RIVERS STATE
Keywords:
Green Human Resource Management Practices (GHRMP), Organizational Sustainability, Human Organizational Sustainability, Green Recruitment and Selection
Abstract
This cross-sectional study examined how the Food and Beverage (F&B) businesses in Rivers State interacts with organisational sustainability (OS). A standardized questionnaire based on a 5-point Likert-type scale was used to collect information from 303 participants. The data were analyzed via descriptive statistics and Partial Least Squares Structural Equation Modelling (PLS-SEM). The findings indicate a statistically significant beneficial correlation between GHRM practices and OS. These results suggest that implementing GHRM, even if minimal, can improve the performance and sustainability of F&B. The practical results suggest that Food and Beverage companies may improve operational efficiency and viability over time by incorporating sustainability projects into their HRM policies and practices. The professional implications highlight the significance of aligning Human Resource Strategies with environmental and social goals in order to promote sustainability and competitiveness. Based on the findings above, the study recommends that GHRM be integrated into company policies, that environmentally friendly methods of employment be adopted, and that businesses promote a culture of social responsibility. The study also recommends that F&B companies do more research to investigate the many mechanisms by which GHRM influences the OS, allowing for the development of targeted implementation strategies to optimize effectiveness.
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References
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Schaltegger, S., & Wagner, M. (2011). Sustainable Entrepreneurship and Sustainability Innovation: Categories and Interactions. Business Strategy and the Environment, 20(4), 222–237.
Schmidt, K., & Müller, F. (2019). Green Human Resource Management Practices Across European Countries: A Comparative Analysis. European Journal of Sustainable Management, 5(1), 30-45.
Sharma, S., & Henriques, I. (2005). Stakeholder influences on sustainability practices in the Canadian forest products industry. Strategic Management Journal, 26(2), 159-180.
Steg, L., &Vlek, C. (2009). Encouraging pro-environmental behaviour: An integrative review and research agenda. Journal of Environmental Psychology, 29(3), 309-317.
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Waddock, S. (2008). Building a new institutional infrastructure for corporate responsibility. Academy of Management Perspectives, 22(3), 87-108.
Waddock, S., & Lozano, J. M. (2013). Developing more holistic management education: Lessons learned from two programs. Journal of Management Education, 37(6), 793–818.
Wagner, M., Schaltegger, S., &Wehrmeyer, W. (2012). The relationship between the environmental and economic performance of firms: What does the literature tell us?.Corporate Social Responsibility and Environmental Management, 19(6), 382-402.
Wang, Q., et al. (2017). Sustainable Manufacturing Performance: The Roles of Organizational Learning, Green Human Resource Management, and Green Innovation. Journal of Sustainable Manufacturing, 25(4), 176-191.
Zutshi, A., Sohal, A. S., & Tam, V. W. (2020). Leadership commitment to environmental sustainability: Implications for green training, environmental performance, and competitiveness. Journal of Cleaner Production, 242, 118491.
Aguinis, H., &Glavas, A. (2012). What we know and don’t know about corporate social responsibility: A review and research agenda. Journal of Management, 38(4), 932-968.
Akinbode, G., &Ogunsina, S. (2019). Green human resource management practices and organizational sustainability: Evidence from the Nigerian banking sector. Cogent Business & Management, 6(1), 1608170.
Ajayi, O. O., &Ogunyomi, P. O. (2016). Green human resource management practices and organizational sustainability in the Nigerian hospitality industry. African Journal of Hospitality, 5(3), 62-71.
Amaeshi, K., Adegbite, E., &Rajwani, T. (2020). Green human resource management and organizational sustainability in Nigeria's oil and gas industry. Journal of World Business, 55(3), 101083.
Bansal, P., & Roth, K. (2000). Why companies go green: A model of ecological responsiveness. Academy of Management Journal, 43(4), 717-736.
Battisti, M., & Iona, A. (2009). Human capital, heterogeneous labor productivity, and asymmetric business cycles. Journal of Economic Dynamics and Control, 33(6), 1183-1202.
Brown, A., & Lee, H. (2020). Sustainability in Hospitality: The Role of Green Human Resource Management Practices. [Unpublished manuscript].
Burritt, R. L., Schaltegger, S., & Pohjola, T. (2002). Towards sustainable waste management. Journal of Cleaner Production, 10(6), 436-447.
Chen, S., & Huang, Y. (2019). The impact of green training on environmental performance: A case of manufacturing firms in China. Journal of Cleaner Production, 227, 993-1001.
Delmas, M. A., &Toffel, M. W. (2008). Organizational Responses to Environmental Demands: Opening the Black Box. Strategic Management Journal, 29(10), 1027-1055.
Dyllick, T., &Hockerts, K. (2002). Beyond the business case for corporate sustainability. Business Strategy and the Environment, 11(2), 130-141.
Elkington, J. (1997). Cannibals with forks: The triple bottom line of 21st century business. Capstone.
Evans, T., & Patel, R. (2017). Green Human Resource Management: A Longitudinal Analysis of Organizational Sustainability in UK Retailers. Journal of Sustainable Business, 15(3), 112-129.
Fernandez, V., & Figueroa, A. (2020). Sustainability training in organizations: A systematic review. Sustainability, 12(10), 4258.
Gupta, S., & Sharma, P. (2015). Green Human Resource Management Practices and Organizational Sustainability: A Meta-Analysis. International Journal of Environmental Management, 12(2), 45-62.
Henriques, I., &Sadorsky, P. (1999). The relationship between environmental commitment and managerial perceptions of stakeholder importance. Academy of Management Journal, 42(1), 87-99.
Jackson, S. E., & Renwick, D. W. (2011). State-of-the-art and future directions for green human resource management: Introduction to the special issue. German Journal of Human Resource Management, 25(2), 99-116.
Jackson, S. E., & Ruderman, M. N. (2019). Greening organizations through HR practices: A review of empirical evidence. Journal of Organizational Behavior, 40(2), 206-226.
Jackson, S. E., Ruderman, M. N., & Lane, D. (2022). Greening organizations: A strategic approach to environmental sustainability. Journal of Management, 48(5), 1737-1759.
Jabbour, C. J. C., Jabbour, A. B. L. de S., Govindan, K., Teixeira, A. A., & de Souza Freitas, W. R. (2020). The driving forces of green organizational culture: The effects on environmental and institutional pressures. Journal of Cleaner Production, 242, 118490.
Li, Y., & Chen, L. (2021). Green Human Resource Management and Organizational Sustainability: Evidence from Canadian Banks. Canadian Journal of Business Ethics, 25(1), 78-94.
López-Gamero, M. D., Molina-Azorín, J. F., &Claver-Cortés, E. (2018). Green human resource management practices: Strategic dimensions and implications for business performance. Sustainability, 10(4), 1196.
Margolis, J. D., & Walsh, J. P. (2003). Misery loves companies: Rethinking social initiatives by business. Administrative Science Quarterly, 48(2), 268-305.
Mishra, P., & Sharma, S. (2019). Corporate social responsibility and organizational performance: Moderating role of economic value added. Global Business Review, 20(5), 1042-1056.
Molthan-Hill, P., Robinson, Z. P., Hope, A., Dharmasasmita, A., Scott, G., Devine-Wright, H., &Heptonstall, A. (2020). Greening business and management education: Stakeholder views of the role of the university. Industry and Higher Education, 34(2), 109-119.
Müller, F., & Schmidt, K. (2019). Green Human Resource Management Practices in the Pharmaceutical Industry: A Comparative Analysis. International Journal of Green Management, 7(2), 55-68.
Ojo, O. S., Anuforo, P. O., &Amodu, O. A. (2018). Green human resource management practices and organizational sustainability: Evidence from the Nigerian manufacturing sector. International Journal of Sustainable Development & World Ecology, 25(5), 467-477.
Porter, M. E., & Kramer, M. R. (2011). Creating shared value. Harvard Business Review, 89(1/2), 62-77.
Ramus, C. A., & Steger, U. (2000). The roles of supervisory support behaviors and environmental policy in employee 'ecoinitiatives' at leading-edge European companies. Academy of Management Journal, 43(4), 605-626.
Renwick, D. W., Redman, T., & Maguire, S. (2013). Green Human Resource Management: A Review and Research Agenda. International Journal of Management Reviews, 15(1), 1-14.
Robertson, I. T., Barling, J., & Cooper, C. L. (2020). Organizational sustainability and employee well-being: A new approach to green HRM. Social and Environmental Accountability Journal, 40(2), 201-210.
Santos, M., & Oliveira, A. (2018). Green Human Resource Management Practices and Organizational Sustainability: Evidence from the Telecommunications Industry in Brazil. Brazilian Journal of Sustainable Development, 10(3), 150-165.
Schaltegger, S., & Burritt, R. (2017). Contemporary Environmental Accounting: Issues, Concepts and Practice. London: Routledge.
Schaltegger, S., & Wagner, M. (2011). Sustainable Entrepreneurship and Sustainability Innovation: Categories and Interactions. Business Strategy and the Environment, 20(4), 222–237.
Schmidt, K., & Müller, F. (2019). Green Human Resource Management Practices Across European Countries: A Comparative Analysis. European Journal of Sustainable Management, 5(1), 30-45.
Sharma, S., & Henriques, I. (2005). Stakeholder influences on sustainability practices in the Canadian forest products industry. Strategic Management Journal, 26(2), 159-180.
Steg, L., &Vlek, C. (2009). Encouraging pro-environmental behaviour: An integrative review and research agenda. Journal of Environmental Psychology, 29(3), 309-317.
Tang, G.; Chen, Y.; Jiang, Y.; Paille, P. and Jia, J. (2018) “Green Human Resource Management Practices: Scale Development and Validity.” Asia Pacific Journal of Human Resources, Vol. 56, PP. 31–55
Waddock, S. (2008). Building a new institutional infrastructure for corporate responsibility. Academy of Management Perspectives, 22(3), 87-108.
Waddock, S., & Lozano, J. M. (2013). Developing more holistic management education: Lessons learned from two programs. Journal of Management Education, 37(6), 793–818.
Wagner, M., Schaltegger, S., &Wehrmeyer, W. (2012). The relationship between the environmental and economic performance of firms: What does the literature tell us?.Corporate Social Responsibility and Environmental Management, 19(6), 382-402.
Wang, Q., et al. (2017). Sustainable Manufacturing Performance: The Roles of Organizational Learning, Green Human Resource Management, and Green Innovation. Journal of Sustainable Manufacturing, 25(4), 176-191.
Zutshi, A., Sohal, A. S., & Tam, V. W. (2020). Leadership commitment to environmental sustainability: Implications for green training, environmental performance, and competitiveness. Journal of Cleaner Production, 242, 118491.
Published
2024-05-11
How to Cite
NWIBERE, B. (2024). GREEN HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANISATIONAL SUSTAINABILITY IN THE FOOD AND BEVERAGE INDUSTRY IN RIVERS STATE. GPH-International Journal of Business Management, 6(05), 51-65. https://doi.org/10.5281/zenodo.11178960
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Articles
Copyright (c) 2024 B.M. NWIBERE
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