This paper explores the development of the human resource management theory from the perspective of social productive forces,deeply analyzing the development of the current social productive forces and the characteris...This paper explores the development of the human resource management theory from the perspective of social productive forces,deeply analyzing the development of the current social productive forces and the characteristics of the socio-economic development.It can be concluded that the development of the human resource management theory is closely related to the socio-economic development pattern.The twenty first century is a knowledge-driven era,and"eco-friendly"and"low-carbon"are the basic characteristics of the socio-economic development of the era of the knowledge-driven economy,which has great influence on the subject,aim and content of human resource management.Green human resource management conforms to the trend of the transformation of the socio-economic development.Based on the management of"human",it creates an eco-friendly,low-carbon and sustainable environment for enterprises,which promotes the transformation from extensive growth to intensive growth of the macro management of enterprises.展开更多
Sustainability issues have long been a critical notion in business,while successful green human resource management(GHRM)has the potential to help organizations perform better in terms of environmental sustainability....Sustainability issues have long been a critical notion in business,while successful green human resource management(GHRM)has the potential to help organizations perform better in terms of environmental sustainability.The current paper evaluates the mechanism through which green human resource management affects green organizational commitment,green innovation practices and low-carbon behaviour among 610 employees in South Africa.The study further evaluates the mediation connection among the variables and the moderating influence of green transformational leadership through social cognitive theory.The stratified sampling approach was applied in selecting the respondents,and the structural equation model was applied to test the hypotheses.The empirical outcome of this research is as follows:(1)GHRM has a positive and substantial effect on green organizational commitment,green innovation practices and lowcarbon behaviour.(2)The findings also revealed that green organizational commitment and green innovation practices affect low-carbon behaviour among staff.(3)The results suggest that green organizational commitment and green innovation practices have a substantial mediation influence on the connection between green human resource management and low-carbon behaviour.(4)Last,green transformational leadership discovered a positive moderating effect on the link between green human resource management and low-carbon behaviour.The paper makes several practical recommendations for strengthening low-carbon behaviour.Therefore,human resource management managers should outline measures that can be used to empower and engage employees in environmental issues and provide them with autonomy to address these challenges.展开更多
基金the Eleventh Five-Year Plan Project of philosophical and social sciences of Sichuan Province
文摘This paper explores the development of the human resource management theory from the perspective of social productive forces,deeply analyzing the development of the current social productive forces and the characteristics of the socio-economic development.It can be concluded that the development of the human resource management theory is closely related to the socio-economic development pattern.The twenty first century is a knowledge-driven era,and"eco-friendly"and"low-carbon"are the basic characteristics of the socio-economic development of the era of the knowledge-driven economy,which has great influence on the subject,aim and content of human resource management.Green human resource management conforms to the trend of the transformation of the socio-economic development.Based on the management of"human",it creates an eco-friendly,low-carbon and sustainable environment for enterprises,which promotes the transformation from extensive growth to intensive growth of the macro management of enterprises.
基金the Global Value Chain of High-tech Industry(18YJA630105).
文摘Sustainability issues have long been a critical notion in business,while successful green human resource management(GHRM)has the potential to help organizations perform better in terms of environmental sustainability.The current paper evaluates the mechanism through which green human resource management affects green organizational commitment,green innovation practices and low-carbon behaviour among 610 employees in South Africa.The study further evaluates the mediation connection among the variables and the moderating influence of green transformational leadership through social cognitive theory.The stratified sampling approach was applied in selecting the respondents,and the structural equation model was applied to test the hypotheses.The empirical outcome of this research is as follows:(1)GHRM has a positive and substantial effect on green organizational commitment,green innovation practices and lowcarbon behaviour.(2)The findings also revealed that green organizational commitment and green innovation practices affect low-carbon behaviour among staff.(3)The results suggest that green organizational commitment and green innovation practices have a substantial mediation influence on the connection between green human resource management and low-carbon behaviour.(4)Last,green transformational leadership discovered a positive moderating effect on the link between green human resource management and low-carbon behaviour.The paper makes several practical recommendations for strengthening low-carbon behaviour.Therefore,human resource management managers should outline measures that can be used to empower and engage employees in environmental issues and provide them with autonomy to address these challenges.
