Abstract
This chapter aims to analyze the implications between the green human resources and green organizational social responsibility and organizational green image. It is assumed that green organizational image is determinant of organizational social responsibility and in turn on green competitive advantage based on the green human resources management. The method employed is the analytical and reflective sustaining on a review of theoretical and empirical literature. It is concluded that the environmental green human resources management is a critical factor of organizations to achieve broader objectives in green organizational social responsibility practices, relevant to building green image, improving green brand reputation and stakeholder's engagement, which determine a positive impact in growth, enhancing green competitiveness.
TopGreen Human Resources
Green human resource management is an interdisciplinary field drawing from organizational, strategic management, performance management and organizational performance. (Aragón-Correa & Rubio-López, 2007; Boiral, 2009, Jabbour et al., 2010; Schroeder, 2012; Clemens, 2006; Jabbour et al., 2015; La¨nsiluoto & Jarvenpa¨a¨, 2010; Marcus & Fremeth, 2009; Ambec & Lanoie, 2008) Green human resource management also benefits from the subjects of training and development, engagement, and organizational culture (Govindarajulu & Daily, 2004; Jabbour 2013b; Rothenberg, 2003; Vaccaro & Echeverri, 2010).
Green human resource management is defined by Mampra (2013) as the policies to encourage organizational environmentally sustainable use of human resources and promote environmentalism to further boosts up member morale and satisfactions. Green human resources management consists of environment friendly human resources and knowledge capital practices (Mandip, 2012; Shoeb, 2015). Green human resources management is a set of policies, systems and practices aimed to stimulate the organizational green behavior to create an environmentally sensitive, resource-efficient, and socially responsible organization.
Green human resource management is also conceptualized as the use of human resource philosophies, policies, and practices of environmentally sustainable use of natural resources and thwart any untoward harm that may arise from environmental sustainability concerns in organizations (Zoogah, 2011).
Key Terms in this Chapter
Green Organizational Practices: Companies that operate under this philosophy recognize, analyze, solve issue/ problems, and develop strategies that uniquely help the company to navigate through the environmental values (McCullought et al ., 2016 AU35: The in-text citation "McCullought et al., 2016" is not in the reference list. Please correct the citation, add the reference to the list, or delete the citation. ).
Corporate Social Responsibility: Is a management concept whereby companies integrate social and environmental concerns in their business operations and through which a company achieves a balance of economic, environmental, and social imperatives, while at the same time addressing the expectations of shareholders and stakeholders ( UNIDO, 2021 ).
Carbon Footprint: Is a measure of the impact human activities have on the environment in terms of the amount of greenhouse gases produced, measured in tonnes of carbon dioxide ( ETAP, 2007 ).
Environmental Philanthropy: Encompasses resources that individuals, communities, the business sector, and foundations commit to the preservation and conservation of nature and the promotion of activities related to nature conservation and the general health of the planet ( Ramutsindela et al ., 2011 ).
Green Business Innovation: Companies that produce e.g., renewable energy such as wind and solar power, resource efficient products such as energy efficient pumps, environmental services and so on, to companies that implement more process-oriented initiatives in their business or value chain such as environmental ISO-standards, cradle- to cradle, Corporate Social Responsibility (CSR) or green reporting ( Henriksen et al ., 2012 ).
Green Organizational Image: Is related to its attitude toward the environment by the organization’s stakeholders, reflects the impressions of those involved in the dimension of “green reputation” and “green credibility,” a green marketing concept that organizations can use in product development to create a distinct advantage for the product.
Sustainable Development: Development that meets the need of the present without compromising the ability of future generations to meet their own needs.
Green Industrial Policies: Instruments that can support the transition to economic structures that balance environmental sustainability and wealth creation and help catalyze the needed change towards a sustainable future (PAGE, 2021 AU34: The in-text citation "PAGE, 2021" is not in the reference list. Please correct the citation, add the reference to the list, or delete the citation. ).
Sustainability: Means meeting our own need without compromising the ability of future generations to meet their own needs.
Competitiveness: The ability of companies, industries, regions, nations, or supra-national regions to generate, while being and remaining opened to international competition, high factor income and factor employment levels ( OECD, 1995 ).