Publication details
Development of Green Human Resource Management to Improve The Performance of Small and Large Companies
| Authors | |
|---|---|
| Year of publication | 2025 |
| Type | Article in Periodical |
| Magazine / Source | Procedia Environmental Science, Engineering and Management |
| Citation | |
| web | https://www.scopus.com/pages/publications/105013598644 |
| Attached files | |
| Description | Today, the increase in the development of societies has led to the excessive use of natural resources; environmental degradation; the creation of various pollutants, etc., which is a threat to the sustainable development of these societies. Therefore, it is necessary for organizations, as the largest members of societies, to recognize the effects of their behaviors on the environment and take measures to reduce the negative effects of these behaviors on natural ecosystems. The purpose of this research is to evaluate the sustainability of green human resource management (GHRM) in small and medium-sized industries in Indonesia. The methodology of this research is developmental and mixed, and based on the nature of the research, an attempt was made to identify the dimensions of sustainability of GHRM based on meta-analysis and Delphi in the qualitative part of the research. Then, in the quantitative part, interpretive ranking analysis was used to identify the most effective dimension of sustainability of GHRM at the level of small and medium-sized enterprises. This study was conducted in Indonesia during the period 2023-2024. The results of the research showed that the percentage of effectiveness of the green opportunity component has a more effective role in environmental sustainability than the other components of GHRM, which means that green capability, which is based on the values of social contexts, can contribute to the sustainability of human resource management functions against the environment. The findings of the quantitative section also showed that the impact of green supply chain factors (green capability, green motivation, green opportunity provision, green training) on company performance is significant. Therefore, the presented model provides useful insights into the functions of human resource management to support the environmental performance of small and medium-sized companies. The obtained result is indicative of the fact that the existence of stimuli arising from GHRM functions will encourage adherence to social values and norms outside the organization, and this can pave the way for the formation of a dominant culture of GHRM in the company. |