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Sustainable Green Human Resource Management Practices in Educational Institutions: An Interpretive Structural Modelling and Analytic Hierarchy Process Approach

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  • Pankaj Goel

    (Department of Business Management, Guru Nanak Institute of Management and Technology, Ludhiana 141113, Punjab, India)

  • Sandhya Mehta

    (Department of Business Management, Guru Nanak Institute of Management and Technology, Ludhiana 141113, Punjab, India)

  • Raman Kumar

    (Department of Mechanical and Production Engineering, Guru Nanak Dev Engineering College, Ludhiana 141006, Punjab, India)

  • Fernando Castaño

    (Center for Automation and Robotics (UPM-CSIC), Ctra. de Campo Real km. 0,200, Arganda del Rey, 28500 Madrid, Spain)

Abstract

Green Human Resources Management (GHRM) is an alignment of traditional human resource practices such as strategies, policies, procedures, and rules to the latest green and sustainable environment responsive practices. Unlike corporates, the adoption of GHRM in educational institutes (EIs) is still in its infancy stage. Through an extensive literature survey, this study identified eleven challenges in adopting the GHRM “strategy”, ten on “policy”, nine on the “procedures”, and eight on framing the GHRM “rules” aspect. The aim is to identify and develop the relationship between major and minor challenges in adopting GHRM practices in EIs. Hence, this study has applied the Interpretive Structural Modelling (ISM) technique to each GHRM practice and developed interrelation among such challenges and results verified with Analytic Hierarchy Process (AHP). The rankings of both techniques have been statistically verified with the Spearman Rank Correlation technique. The study concludes the lacking or insufficient considered four main pillars: clear vision and top management cooperation among these EIs to ensure sustainable GHRM practices from the strategy aspect perspective, benchmark in fixing accountability considering the policy aspect, suitable course curricula in universities focused on GHRM practices from procedural viewpoint, and transparency in EIs from the perspective of rules as significant challenges in GHRM adoption. The findings of the reported results can be further extended in cross-sectional and cross-cultural studies in further studies.

Suggested Citation

  • Pankaj Goel & Sandhya Mehta & Raman Kumar & Fernando Castaño, 2022. "Sustainable Green Human Resource Management Practices in Educational Institutions: An Interpretive Structural Modelling and Analytic Hierarchy Process Approach," Sustainability, MDPI, vol. 14(19), pages 1-21, October.
    • Handle: RePEc:gam:jsusta:v:14:y:2022:i:19:p:12853-:d:936773
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    References listed on IDEAS

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    1. Tauseef Jamal & Muhammad Zahid & José Moleiro Martins & Mário Nuno Mata & Haseeb Ur Rahman & Pedro Neves Mata, 2021. "Perceived Green Human Resource Management Practices and Corporate Sustainability: Multigroup Analysis and Major Industries Perspectives," Sustainability, MDPI, vol. 13(6), pages 1-17, March.
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    4. Engin Ari & Osman M. Karatepe & Hamed Rezapouraghdam & Turgay Avci, 2020. "A Conceptual Model for Green Human Resource Management: Indicators, Differential Pathways, and Multiple Pro-Environmental Outcomes," Sustainability, MDPI, vol. 12(17), pages 1-18, August.
    5. Edyta Bombiak & Anna Marciniuk-Kluska, 2018. "Green Human Resource Management as a Tool for the Sustainable Development of Enterprises: Polish Young Company Experience," Sustainability, MDPI, vol. 10(6), pages 1-22, May.
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