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Green Human Resource Management Practises’ Credible IT Employee Behaviour and Environmental Impact in Chennai

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  • S. Jayakani

    (Vels Institute of Science Technology and Advanced Studies)

  • S. Vennila Fathima Rani

    (Vels Institute of Science Technology and Advanced Studies)

Abstract

Green Human Resource Management (GHRM) is the implementation of Human Resource Management (HRM) policies to encourage the sustainable use of resources inside businesses. Because of increasing awareness and legislation related to sustainability of environment, the idea of GHRM has been proposed in the search for active Environmental Management (EM) inside organisations. GHRM aids in increasing production while reducing costs. It contributes to the reduction of environmental waste by maximizing the use of restored HR items, equipment, and procedures. Its goal is to encourage employee involvement in a work atmosphere that permits the organization to operate in a green way. Currently, almost all types of businesses are taking steps to ensure their long-term viability. However, most businesses’ first goal is to make more money, which is only temporary, therefore businesses must focus on their long-term viability. The main purpose of this work is to investigate how GHRM practices affect the performance of organizations, enhancing sustainability of organizations and elaborate the function of employee and environmental performance as mediators. Data was collected using a survey questionnaire approach from 320 respondents working in an IT organization. In corporate, GHRM is a new trend which is meant to raise awareness about global warming and pollution in organizations. The study reveals that while green HR practices are widely implemented in Chennai, certain practices are not as outstanding. Organizational sustainability was found to be significantly impacted by GHRM activities such development and training, performance assessment, and incentive and compensation. This study also looks at how environmental performance and employee performance can influence the connection between GHRM practices and long-term organizational viability. In order to help businesses, make ecologically responsible decisions, this research provides innovative methods for improving green employment strategy, green staffing, green selection, green development, and green training. More study is required to determine the impact of GHRM practices in the IT sector and to identify sustainability concerns in poorer countries, where GHRM is still a relatively new concept.

Suggested Citation

  • S. Jayakani & S. Vennila Fathima Rani, 2024. "Green Human Resource Management Practises’ Credible IT Employee Behaviour and Environmental Impact in Chennai," ComFin Research, Shanlax Journals, vol. 12(1), pages 21-30, January.
    • Handle: RePEc:acg:comfin:v:12:y:2024:i:1:p:21-30
    DOI: 10.34293/commerce.v12i1.6849
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    References listed on IDEAS

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    1. Muzammel Shah, 2019. "Green human resource management: Development of a valid measurement scale," Business Strategy and the Environment, Wiley Blackwell, vol. 28(5), pages 771-785, July.
    2. Singh, Sanjay Kumar & Chen, Jin & Del Giudice, Manlio & El-Kassar, Abdul-Nasser, 2019. "Environmental ethics, environmental performance, and competitive advantage: Role of environmental training," Technological Forecasting and Social Change, Elsevier, vol. 146(C), pages 203-211.
    3. Shuang Ren & Guiyao Tang & Susan Jackson, 2018. "Green human resource management research in emergence: A review and future directions," Asia Pacific Journal of Management, Springer, vol. 35(3), pages 769-803, September.
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