Human capital in urban management
Y. Jehan; D. Hussain; M. Batool; M. Imran
Abstract
In today’s world, green human resource management is one of the most important factors in forward-thinking your environment-friendly business. Most of the researchers are of the view that employees must be empowered and environmentally aware of greening while carrying out green human resource management ...
Read More
In today’s world, green human resource management is one of the most important factors in forward-thinking your environment-friendly business. Most of the researchers are of the view that employees must be empowered and environmentally aware of greening while carrying out green human resource management practices. The present study is examining the impact of different Green human resource practices on environmental behavior directly or indirectly via Pro-environmental behavior. The data is collected through questionnaire from the educational institutions in Baltistan region. The sample size is 300 employees of public universities. A Structure Equation Modeling is utilized to obtain the relationships between the variables. The results show that green human resource management practices have a strong direct impact on Environmental sustainability while the indirect relationship between green environmental training and sustainable environment through a mediator “pro-environmental behavior”. The results illustrate that Green Performance Management and Appraisal has a positive (β=0.27), Green Reward and Compensation and environmental sustainability which again shows a positive (β=0.14) and significant impact of Green Reward and Compensation on environmental sustainability. Green Training and Development also shows a positive (β=0.29) and Green Training and Development has a positive and significant relationship. The results suggest that the mediator does not sensitize environmental sustainability. The study suggests that Public Sector universities need to train and compensate their employee to reduce environmental degradation and make their contribution to the sustainability of the environment.
Information and communications technology in Urban Management
S. Vahdati; S. Vahdati
Abstract
As green human resource management is known as a way of promotion of sustainable employee practices with the help of interface of every employee, there has always been a question in mind why in some societies green human resource management practices cannot be implemented effectively. The purpose of ...
Read More
As green human resource management is known as a way of promotion of sustainable employee practices with the help of interface of every employee, there has always been a question in mind why in some societies green human resource management practices cannot be implemented effectively. The purpose of this paper is to find factors affecting green human resource management practices as barriers to help managers identify the root and be able to surmount the obstacles. As the result showed two groups of factors were defined; 1- Internal factors including personality and upbringing, knowledge of individuals, organizational culture, and 2- External factors including digital divide and education and training. Then the attention is drawn to the significance of these factors to see which one can have the most and the least effect. Therefore to rank the value of these factors the Friedman test was used. The result showed that among all these factors personality and upbringing have the highest effect and digital divide has the lowest effect on green human resource management practices. It is believed that by emphasizing and paying more attention to these factors the implementation of green human resource management can be improved more effectively and employees will be more willing to show green behavior towards the environment or the use of resources.
