1. Introduction
Green Human Resource Management (GHRM)
Employees are one of the most significant factors in the development and maintenance of an organization or a company. With the correct guidance and motivation, the employee can easily achieve the organization or the company’s vision. Green human resource management is becoming very popular among businesses. (Moch Yusuf Fathussalam et al., 2021). Employees are used to assist sustainability by boosting employee responsiveness and commitments which is referred to as GHRM (Rani& Mishra, 2014). Authors notably in the field of HRM, agreed that GHRM helps frims decrease costs, boost employee awareness, increase employee engagement and is environmentally friendly, for instance, vehicle sharing, job sharing, flexible
International Journal of Business and Economy (IJBEC) eISSN: 2682-8359 [Vol. 4 No. 1 March 2022]
Journal website: http://myjms.mohe.gov.my/index.php/ijbec
THE IMPLEMENTATION OF GREEN HUMAN RESOURCE MANAGEMENT ON WORKING MOTHERS
Nur Aqilah Adilah Abd Rahman1*, Hozie Ariff2, Rofiani Ismail3 and Heru Susanto4
1 2 3 4 School of Business, University Technology Brunei, Bandar Seri Begawan, BRUNEI DARUSSALAM
*Corresponding author: [email protected]
Article Information:
Article history:
Received date : 16 March 2022 Revised date : 19 March 2022 Accepted date : 22 March 2022 Published date : 30 March 2022
To cite this document:
Abd Rahman, N. A. A., Ariff, H., Ismail, R., &Susanto, H. (2022).THE IMPLEMENTATION OF GREEN HUMAN RESOURCE
MANAGEMENT ON WORKING MOTHERS. International Journal of Business and Economy, 4(1), 220-228.
Abstract: Green human resource management practices have been “the talk” when people start to focus on going green. Currently, almost everyone wants to focus on being green and save the environment.
People are trying to reduce waste, reduce pollution, and reduce environmental toxins and safe the planet to have a better environment. These harmful toxins could affect immune system and children have very low immune system and mothers would do everything to protect their children. Similar to mothers, organizations also prefer to use practices that can actually generate eco- innovations and could result in reducing costs and wastes. Purpose of this paper is to further investigate about the implementation of green human resource management on working mothers. 20 working mothers were asked in an Opinion Poll questions in social media and numbers of these working mothers would consider applying green human resource management.
Keywords: Green Human Resource Management, Working Mothers.
working hours, teleconferencing, online training and etc. ((Moch Yusuf Fathussalam et al., 2021; Rani & Mishra, 2014)
According to (Jabbour & De Sousa Jabbour, 2016) Human resource practices, recruiting, selction, performance evaluation, training and rewards are all part of GHRM, but they are all connected with environmental goals, company culture, teamwork and employee empowerment. (Jabbour et al., 2013; Jabbour & De Sousa Jabbour, 2016)
Research gap 1: Earlier researches were dated back less than 20 years ago, which in a research, data are not that supported anymore but still can be used. The topic then re-surfaced in 2013 but only limited numbers of journals, articles and books found.
Research gap 2: Researchers widely used a systematic review approach, data-driven research that related to green human resource management and only few were using quantitative methods for data collections.
Working Mothers
“Many working women said they worked because they ‘needed’ the money and which they defined as specific material goods-an extra lesson, additional clothes, a vacation, furniture, owning a home, car of even just a television” quoting Wilson 2006. As a working mother, it is very important for mothers to be able to settle issues at office and at the same time taking care of the children and sometimes the family, adding to it, time management is also very important to working mothers (Rahman, N.A.A, 2021).
As mothers, they would do anything to be environmentally friendly for their children, from choosing the best diaper, best powder, best detergent for their infants and toddlers because children have sensitive skin hence going green would help these mothers. Not just in caring for children, why not in cooperating it into works, in the organization so that mothers can continue to be environmentally friend and pass it down to future generation on being environmentally friendly.
Research gap 3: Researchers focused on employee as a whole and not particularly working mothers. Sometimes certain community would support green environment for instance mothers. Mothers would prefer doing things that could reduce pollution, wastage and etc.
2. Literature Review
Titles Author Data sample Major Findings
1 Green Human Resource Management:
A Review and Research Agenda (2012)
1. Douglas W.S.
Renwick 2. Tom Redman 3. Stuart Maguire
Systematic review approach in which this process produced over 200 books, journal articles, edited work and discussion papers that were available for analysis. Authors only focuses on papers that report empirical findings or develop theoretical
The review finds considerable evidence of the positive impact of EI (Employee involvement) in EM with evidence of an association with the key outcomes of efficient use of resources, reduced waste and pollution, and also some evidence of a positive impact on employee outcomes such as
management – human resource management).
2 Green teams:
understanding their roles in the
environmental management of companies located in Brazil (2013)
1. Jabbour, Charbel José Chiappetta 2. Santos, Fernando
César Almada 3. Fonseca, Sergio
Azevedo
4. Nagano, Marcelo Seido
Research was done in two complementary phases: a survey of 94 companies
with ISO 14001
certification; and a multiple case study of four industrial companies
The results of the case study suggest that the use of green teams is an instrument to the greening of companies with ISO 14001 in Brazil. The company with the most proactive and advanced environmental management is the same company which uses green teams more intensely.
Green teams are especially necessary for implementing more technical environmental management practices, e.g.
Life Cycle Assessment.
3 Green HRM:
Practices and Strategic
Implementation in the Organizations (2014)
1. Sushma Rani 2. Dr. K. Misha
15 articles related to “Green
Human resource
management”
GHRM mainly focused on increasing competency within processes, reducing and eliminating environmental desecrate, and restoring HR tools, procedures in greater efficiency and at lower cost.
4
Green Human Resource Management:
Simplified General Reflections. (2014)
1. H. H. D. N. P.
Opatha1 2. A. Anton Arulrajah2
Archival method that allows authors to structure research and build reliable knowledge base in the research area. Articles cited in the databases such as Sage, Taylor and Francis, Springerlink,
ScienceDirect, JSTOR, Wiley and Emerald.
There are many gaps to be filled in respect of green HRM, and theoretical and empirical studies are needed to enhance the body of knowledge of green HRM. Major challenges that will be faced by
researchers are
conceptualization and operationalisation of various constructs in the field of green HRM as valid and reliable instruments need to be developed.
5
Green Human Resource Management:
Policies and Practices (2015)
1. Shoeb Ahmad
Secondary data. Literature related to topic from different database, websites and other sources were collected (systematic review)
GHRM have resulted in increased efficiencies, cost reduction, employee retention, and improved productivity besides other tangible benefits.
6
Green Human Resource Management Practices: A Review (2015)
1. Arulrajah, A Anton 2. Opatha,
H.H.D.N.P.
3. Nawaratne, N.N.J.
A systematic review of literature. Articles cited in the databases Sage, Taylor and Francis Online, Springerlink,
ScienceDirect, JSTOR, Wiley Online Library, and Emerald with „green HRM or environmental HRM‟ as the topic. Hence this paper becomes a desk research rather than a survey or any other mode of researching.
It is possible to conclude that by understanding and increasing the scope and depth of green HRM practices, organizations can improve their environmental performance in a more sustainable manner. The green HRM practices are more powerful tools in making organisations and their operations green. The green performance, green behaviours, green attitude, and green competencies of human resources can be shaped and reshaped through adaptation of green HRM practices.
7
Green human resource management: A comparative qualitative case study of a United States multinational corporation (2016)
1. Haddock-Millar, Julie
2. Sanyal, Chandana 3. Müller-Camen,
Michael
The methodological approach is a multi-case study with 50 participants, using semi-structured interviews and focus groups.
The study identified a number of factors that explain the differences in approaches including strategic and performance drivers and cultural dimensions, such as relationships with key stakeholders. From point of view of teaching and learning, the strategy and practice is worthy of further consideration, from both strategic management and learning and development perspectives.
8
Green HRM: A way for corporate sustainability (2016)
1. E V P A S PALLAVI 2. M V V BHANU
Explained about the role of HR into green culture, recruitment, training and development, performance management,
compensations and rewards
GHRM appears to be encouraging to all organizations. Employers and experts must create linkage between participate and involvement in an eco-friendly management programmes to further improve organizational sustainability that focuses on encouraging green practices.
9
The effect of green human resource management on hotel employees’
eco- friendly behavior and environmental performance (2019)
1. Yong Joong Kim,
2. Woo Gon Kima, 3. Hyung-Min
Choia, 4. Kullada
Phetvaroonb a
390 employees completed online surveys.
The findings show that green human resource management enhances employees’
organizational commitment, their eco-friendly behavior, and hotels’ environmental performance. This study suggests that hotel top management and HR managers should establish green human resource management policies.
10
How the Green Human Resources Management (GHRM) Process Can Be Adopted for the Organization Business? (2019)
1. Lenny Christina Nawangsari, 2. Achmad Hidayat
Sutawidjaya Management
In‐depth interviews and literature analysis to collect data from small and medium‐sized enterprises Jakarta. The
The study finds that small and medium-sized enterprises can make themselves greener by making strategic and organizational change because with eco- friendly, innovation and creativity, human resources, cost savings and competitive advantage can affect organizational change.
SMEs need to create a Green Human Resource Management Strategy that refers to the organization's vision, mission and business strategy.
11
Leveraging green human resource practices to achieve environmental sustainability (2020)
1. Pascal Paille 2. Patrick Valeau 3. Douglas W
Renwick
Conditional process analysis. 221 nurses and auxiliary nurses were targeted because hospitals particularly concerned by environmental risk and waste disposal.
This study tests an original model that demonstrates how Manager could leverage green human resource practices to
achieve employee
environmental performance.
The main conclusion of this research is that the transmission of effect of green human resource practices in individual environmental performance through organizational support for the environment is strengthened when employee environmental satisfaction is high. It is shown that green training is the most effective human resource practice to empower staff to commit effort to achieve environmental objectives.
12
Factors Affecting the Implementation of Green Human Resource Management in Ormawa: A Conceptual Model (2021)
1. Moch. Yusuf Fathussalam 2. I G Ag Kom
Agnam 3. Irene Dyah
Ayuwati 4. Desy Fitri A. L 5. Yuniar Revi A. L 6. Geraldo Brata
Hiroshi 7. Uly Asfari
Multi-method research Scholar, Scopus, Emerald Insight, Elsevier
In the practice of GHRM implementation there are several factors that affect the start from member motivation, training, job satisfaction, organizational culture, ethics towards the environment. And some factors have basic factors. Such as member motivation based on the leader's behaviour towards his members and also the reward system given by the organization.
3. Methodology Data collection
Data is collected using opinion poll in the social media. It is basically similar to a yes or no questions because mothers can simply pick between 2 choices.
Research design
Questions asked were about green human resource management, did these working mothers understand or know what Green human resource management is and whether they are interested to know more and will they agree if it were to be implemented.
Research size
Initial size was 50 participants, but only 20 working mothers participated in the questionnaires.
Analysis
Data gathered and collected from the opinion pool were discussed and analysed.
Potential challenges
The number of participants were very small but since this is a new approach and no research was ever made in Brunei Darussalam and 20 working mothers would actually acceptable for the “voice” of other working mother and it should be acceptable analysis on future research.
Hypothesis
H0: Green Human Resource Management have null impact on working mothers.
Green Human Resource Management have null impact on working mothers.
H1: Green Human Resource Management positively impact working mothers.
Green Human Resource Management have positive impact on working mothers.
H2: Green Human Resource Management negatively impact working mothers
Green Human Resource Management have negative impact towards on working mothers.
4. Analysis
Questionnaires have 10 questions on green human resource management and data set were tested using multiples response sets because questions were basically yes and no questions.
Data set were form as GHRM and then tables were customized as age were put in columns section and GHRM in the rows section. And chi square was then used to test for hypothesis.
Mothers who participated in the questionnaires are at age of 20 – 49. First question asked whether working mothers understand GHRM and about 66% did not know what GHRM is.
Second question asked whether working mothers wanted to know more about GHRM and about 86% responded yes.
Chi square was then used as second tools in Spss to test for null hypothesis. Chi square results from test were .028 which is significant and lesser than 0.05. Plant and social science eLibrary stated that in general, value of 0.05 and lesser means that null hypothesis is then rejected. Null hypothesis of GHRM having null impact on working mothers is rejected.
Simplypsychology.org also stated the smaller the p-value, meaning there was stronger evidence that null hypothesis should be rejected. P-value less than 0.05 (typically ≤ 0.05) is statistically significant. It indicates strong evidence against the null hypothesis, as there is less than a 5%
probability the null is correct. And showing that it has positive value would mean that there is positive relationship between GHRM and Working mothers that is hypothesis 1.
5. Conclusion
To conclude that, green human resource may have positive impact towards working mothers.
Null hypothesis that is neutral impact on working mothers is rejected and H1 is accepted that is there is positive impact if GHRM is implemented on working mothers. Even though 66% of these working mothers did not know what GHRM is, it is acceptable to say that with positive result from chi-square that there will be positive impact on working mothers if GHRM were to be implemented.
6. Recommendation
As recommendation, future research needed to be done since the result obtained would give positive impact on working mothers. It would be best for organization or businesses to implement GHRM in the future to working mothers since it does give positive impact on not only employment as per agreed by authors who were an expert in GHRM practices but also to working mothers as shown in result in analysis sections.
References
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Haddock-Millar, J., Sanyal, C. and Müller-Camen, M., 2015. Green human resource management: a comparative qualitative case study of a United States multinational corporation. The International Journal of Human Resource Management, 27(2), pp.192- 211.
Hj Abd Rahman, N. and Susanto, D., 2021. Effects of Employee Performance on the Implementation of Total Quality Management. pp.175-194.
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