From green HRM to SDG success: pathways through exploratory innovation and developmental culture

IF 7.8 3区管理学 Q1 MANAGEMENT Review of Managerial Science Pub Date : 2024-09-10 DOI:10.1007/s11846-024-00805-6

Yi-Ying Chang, Feng-Yi Chiang, Qilin Hu, Mathew Hughes

{"title":"From green HRM to SDG success: pathways through exploratory innovation and developmental culture","authors":"Yi-Ying Chang, Feng-Yi Chiang, Qilin Hu, Mathew Hughes","doi":"10.1007/s11846-024-00805-6","DOIUrl":null,"url":null,"abstract":"<p>Green Human Resource Management (HRM) calls for integrating environmental considerations into HRM practices, shaping firms’ environmental awareness and efforts toward sustainability. The United Nations’ 2030 Sustainable Development Goals (SDGs) emphasize the economic, social, and environmental dimensions of sustainability and have become the primary focal point for channeling businesses’ efforts to resolve environment- and sustainability-based grand challenges. Despite the recognized importance of green HRM, existing studies inadequately explore its impact on SDG performance (specifically SDGs 8 and 12 centered on social innovation and eco-innovation dimensions) among small and medium-sized enterprises (SMEs), whose activities are constrained by resource scarcity. Drawing on the resource-based view (RBV), this study evaluates data from 1573 managers and 433 human resource managers of 433 SME manufacturing firms and confirms that green HRM positively affects SDG performance. In this relationship, green exploratory innovation and a developmental culture enhance these outcomes of green HRM practices. Study findings extend the RBV by positioning green HRM as a strategic resource driving sustainable outcomes and revealing its role in achieving environmental sustainability.</p>","PeriodicalId":20992,"journal":{"name":"Review of Managerial Science","volume":null,"pages":null},"PeriodicalIF":7.8000,"publicationDate":"2024-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":null,"platform":"Semanticscholar","paperid":null,"PeriodicalName":"Review of Managerial Science","FirstCategoryId":"91","ListUrlMain":"https://doi.org/10.1007/s11846-024-00805-6","RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"MANAGEMENT","Score":null,"Total":0}

引用次数: 0

Abstract

Green Human Resource Management (HRM) calls for integrating environmental considerations into HRM practices, shaping firms’ environmental awareness and efforts toward sustainability. The United Nations’ 2030 Sustainable Development Goals (SDGs) emphasize the economic, social, and environmental dimensions of sustainability and have become the primary focal point for channeling businesses’ efforts to resolve environment- and sustainability-based grand challenges. Despite the recognized importance of green HRM, existing studies inadequately explore its impact on SDG performance (specifically SDGs 8 and 12 centered on social innovation and eco-innovation dimensions) among small and medium-sized enterprises (SMEs), whose activities are constrained by resource scarcity. Drawing on the resource-based view (RBV), this study evaluates data from 1573 managers and 433 human resource managers of 433 SME manufacturing firms and confirms that green HRM positively affects SDG performance. In this relationship, green exploratory innovation and a developmental culture enhance these outcomes of green HRM practices. Study findings extend the RBV by positioning green HRM as a strategic resource driving sustainable outcomes and revealing its role in achieving environmental sustainability.

Abstract Image

查看原文

微信好友朋友圈 QQ好友复制链接

本刊更多论文

从绿色人力资源管理到可持续发展目标的成功：探索创新和发展文化的途径

绿色人力资源管理（HRM）要求将环境因素纳入人力资源管理实践，塑造企业的环境意识，努力实现可持续发展。联合国 2030 年可持续发展目标（SDGs）强调可持续发展的经济、社会和环境层面，并已成为引导企业努力解决环境和可持续发展方面重大挑战的主要焦点。尽管绿色人力资源管理的重要性已得到公认，但现有研究并未充分探讨其对中小型企业（SMEs）的可持续发展目标绩效（特别是以社会创新和生态创新维度为中心的可持续发展目标 8 和 12）的影响，而中小型企业的活动受到资源稀缺性的制约。本研究借鉴基于资源的观点（RBV），评估了来自 433 家中小型制造企业的 1573 名管理人员和 433 名人力资源经理的数据，证实绿色人力资源管理对可持续发展目标绩效有积极影响。在这种关系中，绿色探索性创新和发展型文化增强了绿色人力资源管理实践的成果。研究结果将绿色人力资源管理定位为推动可持续成果的战略资源，并揭示了其在实现环境可持续性方面的作用，从而扩展了 RBV。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

求助全文

约1分钟内获得全文去求助

来源期刊

Review of Managerial Science MANAGEMENT-

CiteScore

11.30

自引率

14.50%

发文量

期刊介绍： Review of Managerial Science (RMS) provides a forum for innovative research from all scientific areas of business administration. The journal publishes original research of high quality and is open to various methodological approaches (analytical modeling, empirical research, experimental work, methodological reasoning etc.). The scope of RMS encompasses – but is not limited to – accounting, auditing, banking, business strategy, corporate governance, entrepreneurship, financial structure and capital markets, health economics, human resources management, information systems, innovation management, insurance, marketing, organization, production and logistics, risk management and taxation. RMS also encourages the submission of papers combining ideas and/or approaches from different areas in an innovative way. Review papers presenting the state of the art of a research area and pointing out new directions for further research are also welcome. The scientific standards of RMS are guaranteed by a rigorous, double-blind peer review process with ad hoc referees and the journal´s internationally composed editorial board.