The Effect of Green Human Resource Management Measures on Green Innovation Through the Mediating Role of Green Organizational Culture: A Case Study of Managers and Experts of Small Waste Processing Companies

Document Type : Research Article

Authors

1 Professor, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, Iran

2 Associate Professor, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, Iran

3 PhD Student, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, Iran

4 Assistant Professor, Faculty of Economics and Administrative Sciences, Lorestan University, Khorramabad, Iran

Abstract

With the increase in the sensitivity of communities to environmental issues, activities such as corporate social responsibility, protection of natural environment, sustainable performance, and lean manufacturing have grabbed the attention of strategists and key stakeholders of companies. In other words, the environmental pollution has turned into one of the most important global challenges, and the waste processing companies have come to be known as prosperous and high added-value industries. The purpose of this study was to examine the effects of human resource management measures on green innovation through the mediating role of greet organizational culture. The statistical population of the study was comprised of the managers and office clerks of the waste processing companies in the industrial towns of Tehran province, out of which a sample of 165 individuals was selected based on Morgan’s table using proportionate stratified sampling. Questionnaires were used to measure the research variables. The reliability of questionnaires was confirmed using Cronbach’s alpha and combined reliability, and the obtained data was analyzed using statistical equation modeling and PLS software. The results of the study show that the green human resource management measures in the waste processing companies have positive, significant effects on green innovation both directly and through green organizational culture. The findings indicate that the purpose of implementing green human resource management measures is to train the staff in order to enhance their green abilities, skills, and knowledge and to encourage them to use these skills and abilities for the organizational purposes. These educational and persuasive measures that are carried out by the high-ranking organizational managers will gradually turn into a part of the organizational culture, the outcome of which is the reduction of energy consumption, the reduction of pollution, the efficient use of recyclable materials, and the provision of environment-friendly products.

Keywords

Main Subjects

References

Abu Seman, N. A., Govindan, K., Mardani, A., Zakuan, N., Mat Saman, M. Z., Hooker, R. E., & Ozkul, S. (2019). “The mediating effect of green innovation on the relationship between green supply chain management and environmental performance”, Journal of Cleaner Production.p.15
Ansari, M., Ashrafi, S., & Jebellie, H. (2016). “The Impact of Human Capital on Green Innovation”, Industrial Management Journal, 8(2), pp. 141-162. (in Persian(
Anusingh, L. & Shikha. G. (2015). “Impact of green human resource factors on environmental performance in manufacturing companies: empirical evidence”, International journal of engineering and management science, I.J.E.M.S., Vol. 6(1), pp. 23-30.
Asmui, M., Mokhtar, N. M., Musa, N. D., & Hussin, A. (2016). “The Implementation of Organizational Green Culture in Higher Educational Institution”, Regional Conference on Science, Technology and Social Sciences (RCSTSS 2014), pp. 321–330.
Banerjee, S.B. (2001). “Managerial implications of corporate environmentalism: interpretations from industry and strategic implications for organizations”, Journal of Management Studies, Vol. 38, No. 4, pp. 489-513.
Berrone, P. & Gomez-Mejia, L.R. (2009). “Environmental performance and executive compensation: an integrated agency–institutional perspective”, Academy of Management Journal, 52, pp. 103–126.
Boiral, O. & Paillé, P. (2012). “Organizational citizenship behavior for the environment: Measurement and validation”, Journal of Business Ethics, 109(4), pp. 431–445.
Calciolari, S., Prenestini, A., & Lega, F. (2017). “Anorganizationalcultureforallseasons? Howcultural type dominance and strength influence different performance goals”, Public Management Review, Vol. 20, No. 9, pp. 1-23.
Chang, C.H. (2011). “The influence of corporate environmental ethics on competitive advantage: the mediation role of green innovation”, J. Bus. Ethics, 104(3), pp. 361–370.
Chen, Y. (2011). “Green organizational identity: sources and consequence”, Management Decision, 49(3), pp. 384–404.
Chen, Y. S., Lai, S. B., & Wen, C. T. (2006). “The influence of green innovation performance on corporate advantage in Taiwan”, Journal of business ethics, 67(4), pp. 331-339.
Cheng-Li, H. & Fan-Hua, K. (2011). “Environmental consciousness and intellectual capital management: Evidence from Taiwan's manufacturing industry”, Management Decision, 49(9), pp. 1405-1425.
Chiou, T.-Y., Chan, H. K., Lettice, F., & Chung, S. H. (2011). “The influence of greening the suppliers and green innovation on environmental performance and competitive advantage in Taiwan”, Transportation Research Part E: Logistics and Transportation Review, 47(6), pp. 822–836.
Chu, Z., Wang, L., & Lai, F. (2018). “Customer pressure and green innovations at third party logistics providers in China”, The International Journal of Logistics Management. pp 17-22
Daily, B.F., Bishop, J.W., & Massoud, J.A. (2012). “The role of training and empowerment inenvironmental performance: A study of the Mexican maquiladora industry”, International Journal of Operations & Production Management, 32(5), pp. 631–647.
Daily, B.F. & Huang, S.C. (2001). “Achieving sustainability through attention to human resource factors in environmental management”, International Journal of Operations & Production Management, 21(12), pp. 1539–1552.
davare, A. & Rezazadeh, A. (2014). Modeling Structural Equations with PLS Software, Tehran, Jihad University Press.pp 44-65. (in Persian(
De Marchi, V. (2012). “Environmental innovation and R&D cooperation: Empirical evidence from Spanish manufacturing firms”, Research Policy, 41(3), pp. 614-623.
De Vasconcellos, S. L., Garrido, I. L., & Parente, R. C. (2018). “Organizational creativity as a crucial resource for building international business competence”, International Business Review.pp.16-20.
dutta, S. (2012). “greening people: a strategic dimension”, zenith: international journal of business economics & management research, 2, pp. 143-148.
El-Kassar, A.-N. & Singh, S. K. (2018). “Green innovation and organizational performance: The influence of big data and the moderating role of management commitment and HR practices”, Technological Forecasting and Social Change. pp. 25-31.
Forrester Research (2015). 15 Green Tech Innovations, Retrieved 10 November, from https://www.forrester.com
Govindarajulu, N. & Daily, B.F. (2004). “Motivating employees for environmental improvement”, Industrial Management and Data Systems, 104(3), pp. 364–372.
Gupta,k.(2008). “Green Consumption – A Sustainable Global Opportunity”, Research Review (Commerce and Management Association of India: CMAI),pp.121-134
Guerci, M., Longoni, A., & Luzzini, D. (2016). “Translating stakeholder pressures into environmental performance – the mediating role of green HRM practices”, International Journal of Human Resource Management, 27(2), pp. 262–289.
Harris, L. & Crane, A. (2002). “The greening of organizational culture: Management views on the depth, degree, and diffusion of change”, Journal of Organizational change Management, 15(3), pp. 214-234.
Hart, S. L. & Dowell, G. (2011). “A natural-resource-based view of the firm: Fifteen years after”, Journal of Management, 10 (1),pp.162-170.
He, L. & Yuan, H. (2020). “Investigation of construction waste recycling decisions by considering consumers’ quality perceptions”, Journal of Cleaner Production, 259, 120928.p.p 246-285.
Jabbour, C.J.C., Santos, F.C.A., & Nagano, M.S. (2010). “Contributions of HRM through out the stages of environmental management: Methodological triangulation applied to companies in Brazil”, International Journal of Human Resource Management, 21(7), pp. 1049–1089.
Journeault, M., Levant, Y., & Picard, C-F. (2020). “Sustainability performance reporting: A technocratic shadowing and silencing”, Critical Perspectives on Accounting Available online 10 January 2020, 102145.pp.180-201.
Kim, Taesung; Chang, Jihyun (2018). Organizational culture and performance: a macro-level longitudinal study. Leadership & Organization Development Journal, LODJ-08-2018-0291,pp.214-235
Küçükoğlu, M. T. & Pınar. İ. R. (2015). “Go Green at Work: Environmental Organizational Culture”, Modern Environmental Science and Engineering, Vol. 1, No. 2, pp. 79-88.
Li, Y., Su, Z., & Liu, Y. (2010). “Can strategic flexibility help firms profit from product?”, Technovation, 30(5-6), pp. 300-309.
Lin, R.-J., Tan, K.-H., & Geng, Y. (2013). “Market demand, green product innovation, and firm performance: evidence from Vietnam motorcycle industry”, Journal of Cleaner Production, 40, pp. 101–107.
Lothe, S. & Myrtveit, I. (2003). “Compensation systems for green strategy implementation: parametric and non-parametric approaches”, Business Strategy and the Environment, Vol. 12, No. 3, p. 191.
Marcus, A.A. & Fremeth, A.R. (2009). “Green management matters regardless”, Acad. Manag. Perspect, 23(3), pp. 17–26.
Margaretha, M. & Saragih, S. (2013). “Developing new corporate culture through green human resource practice”, In International Conference on Business, Economics, and Accounting. Bangkok. Retrieved from http://www.caal-inteduorg.com/ibea2013/ejournal/059---Meily_Margaretha&Susanti_Saragih--Developing_New_Corporate_Culture.pdf
María del Rosario, R.-S., Patricia S., S.-M., & René, D.-P. (2017). “Eco-innovation and organizational culture in the hotel industry”, International Journal of Hospitality Management, 65, pp. 71–80.
Masri, H.A. & Jaaron, A.A.M. (2017). “Assessing green human resources management practices in Palestinian manufacturing context: An empirical study”, Journal of Cleaner Production, 143, pp. 474–489.
mathapati, C. M. (2013). “Green Hrm: A Strategic Facet”, Tactful Management Research Journal, 2(2), pp. 1-6.
Mehrdad, Gh., Koushaki Jahromi, A., Narimani, M., Ryaze, A. (2012). “The Role of Human Resource Management in Facilitating Organizational Innovation through Employee Knowledge Development”, Quarterly Journal of Human Resource Studies, Second Year, No. 5.pp.12-15 (in Persian(
Metcalf, A.Y. (2012). Green culture: The impact of employee environmental culture. Southeast Decision Sciences Institute Conference, Hilton Columbia Center Columbia, South Carolina.pp.251-260
Mirzah-Hosseini, S. A. (2013). “Investigation of the types of plastics in waste and its recycling methods”, Institute for Humanities and Cultural Studies, Comprehensive Humanities Portal.pp.35-41. )in Persian(
Mohammadnejad-Shourkaei, M., SeyedJavadin, S., Shahhosseini, M., & HajHeidari, A. (2017). “Providing a framework for Green HRM”, Journal of Public Administration, 8(4), pp. 691-710. (in Persian(
Murat Ar, I. (2012). “The impact of green product innovation on firm performance and competitive capability: the moderating role of managerial environmental concern”, Procedia - Social and Behavioral Sciences, 62, pp. 854-864.
Ogbeibu, S., Senadjki, A., & Gaskin, J. (2018). “The moderating effect of benevolence on the impact of organisational culture on employee creativity”, Journal of Business Research, 90, pp. 334–346.
Olson, G. E. (2008). “Creating an enterprise-level “green” strategy”, Journal of Business Strategy, 29(2), pp. 22–30.
Opatha, P. H. (2013). “Green human resource management: a simplified introduction”, Proceedings of the HR Dialogue, At Department of Human Resource Management & HRM Family, Faculty of Management Studies and Commerce, University of Sri Jayewardenepura, Sri Lanka, Vol. 01, No. 01, pp. 11–21.
Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). “The impact of human resource management on environmental performance: An employee- levelstudy”, Journal of Business Ethics, 121(3), pp. 451–466.
Pham, N. T., Tučková, Z., & Chiappetta Jabbour, C. J. (2019). “Greening the hospitality industry: How do green human resource management practices influence organizational citizenship behavior in hotels? A mixed-methods study”, Tourism Management, 72, pp. 386–399.
Pham, N. T., Tučková, Z., & Chiappetta Jabbour, C. J. (2019). “Greening the hospitality industry: How do green human resource management practices influence organizational citizenship behavior in hotels? A mixed-methods study”, Tourism Management, 72, pp. 386–399.
Phillips, L. & Fox, M. A. (2003). “Compensation strategy in transnational corporations”, Management Decision, 41(5), pp. 465–476.
Pilch, I. & Turska, E. (2015). “Relationships between Machiavellianism, organizational culture, and workplace bullying: emotional abuse from the target’s and the perpetrator’s perspective”, J Bus Ethics, 128(1), pp. 83-93.
Plank, R. (2011). “Green behaviour: Barriers, facilitators and the role of attributions”, in D. Bartlett (Ed.), Green behaviour: Barriers, facilitators and the role of attributions, London: BPS Publications. P. 57
Porter, T. H., Gallagher, V. C., & Lawong, D. (2016). “The greening of organizational culture: revisited fifteen years later”, American Journal of Business, 31(4), pp. 206–226.
Ren, T. (2009). “Barriers and drivers for process innovation in the petrochemical industry: A case study”, Journal of Engineering and Technology Management, 26(4), pp. 285–304.
Renwick, D. W. S., Redman, T., & Maguire, S. (2013). “Green human resource management: A review and research agenda”, International Journal of Management Reviews, 15(1), pp. 1-14.
Renwick, D. W. S., Redman, T., & Maguire, S. (2012). “Green Human Resource Management: A Review and Research Agenda”, International Journal of Management Reviews, 15(1), pp. 1–14.
Renwick, D., Redman, T., & Maguire, S. (2008). “Green HRM: A review, process model, and research agenda”, University of Sheffield Management School Discussion Paper.pp.245-296
Schein, E. H. (2004). Organizational culture and leadership (3rd ed.), San Francisco: Jossey-Bass.pp320-410.
Schenk, H. W. E. (2017). “The prevalence and focus of formalised Human Resource Management practices in a sample of SMEs in the marketing and retail sector of South Africa”, The Retail and Marketing Review, 13(2), pp. 40-54.
Shakarian, H. (2018). “Identifying and Prioritizing Green HRM Measures Using Fuzzy TOPSIS Techniques”, New Research Approaches in Management and Accounting, No. 6, pp. 143-152. (in Persian(
Schumpeter, J. A. (1934). The theory of economic development: An inquiry in to profits, capital credit, Interest and the business cycle. Cambridge: Harvard Business Press.pp.116-180.
Stanwick, P.A. & Stanwick, S.D. (2001). “CEO compensation: does it pay to be green?”, Business Strategy and the Environment, 10, pp. 176–182.
Tseng, M. L., Wang, R., Chiu, A. S., Geng, Y., & Lin, Y. H. (2013). “Improving performance of green innovation practices under uncertainty”, Journal of Cleaner Production, 40, pp. 71-82.
UNEP. (2012). “Global environment outlook 5 (GEO): summery of policy makers”, United nation environment program.pp.221-235.
Yazdi, M. H. (2007). “The relationship between organizational culture and creativity of employees in the branches of National Bank of North Khorasan”, Quarterly of Scientific research, Educational research letter of Islamic Azad University Branch Bojnourd, pp. 189–209.
Yong, J. Y., Yusliza, M.-Y., Ramayah, T., & Fawehinmi, O. (2019). “Nexus between green intellectual capital and green human resource management”, Journal of Cleaner Production.pp.54-82.
Zailani, s. et al. (2012). Sustainable supply chain mangment (SSCM) in Malaysia: A survey .INT,j Production Economic 140, pp. 330-340.
Organizational Culture Management
Volume 20, Issue 1
April 2022
Pages 71-100

Files

Share

How to cite

Statistics