Green Human Resource Management And Organizational Effectiveness
Chapters: 1-5 | Type: Project
Abstract
This study was carried out to examine green human resource management and organizational effectiveness using three selected hotels in Owerri. The study was specifically set to establish the relationship between green recruitment and selection and organizational effectiveness, ascertain the relationship between green training and development and organizational effectiveness, and determine the relationship between green employee relations and organizational effectiveness. The survey design was adopted and the simple random sampling techniques were employed in this study. The population size comprise of staff of three selected hotels in Owerri. In determining the sample size, the researcher conveniently selected 86 respondents and all were validated. Self-constructed and validated questionnaire was used for data collection. The collected and validated questionnaires were analyzed using frequency tables and percentage, while the hypotheses was tested using Pearson correlation statistical tool, SPSS v23. The result of the findings reveals that there is a relationship between green recruitment and selection and organizational effectiveness. Furthermore, the study showed that there is a the relationship between green training and development and organizational effectiveness. The study recommends that human resource management must include expertise of green human resource management as a criterion in the hiring process. Employees will be better equipped to safeguard, conserve, and carefully use the organization"s resources, as well as execute duties correctly. To mention but a few.
Chapter One
Introduction
1.1 Background to the Study
The issue of environmental protection has become a global concern in the 21st Century. Organizations in Africa and all over the world have been blamed for contributing to the degradation of the environment through air, water, noise, soil and other means of pollution. As stakeholders to the environment, organizations are called upon to take the leadership role to protect the environment by attracting smart professionals with experience in green behavior. Organizations therefore have come up with the necessary strategies to protect the environment while ensuring that the organization continues to achieve effectiveness and efficiency. Hence Green Human Resource Management Practices is one of the strategies that organizations have come up with in order to ensure that the environment is protected and at the same time organizations are able to achieve effectiveness and efficiency. Some of the Green Human Resource Management Practices that organizations have come up with that form the basis of this research study are green recruitment and selection, green training and development and green employee relations. In addition, modern organizations are encouraging employees to adopt green behavior in their work in order to conserve and protect the environment from degradation. Consequently, modern organizations are focused on hiring employees who are knowledgeable in green behavior. Organizations are also adopting policies that support green behavior hence protecting the environment.
Green human resources management refers to the alignment between Human Resource Management (HRM) and the environmental management (EM). This alignment aims to motivate the firms to improve the commitment of the employees towards the environment, in order to stimulate the environmental performance (Schuler and Jackson 2014). According to Mwita (2019), Green Human Resource Management is a process of making use of human resources at workplaces in order to achieve organisational goals with deliberate efforts to make sure the process contributes towards environmental sustainability. Green Human Resource Management is still a new and an emerging field that needs more attention from researchers and Human Resource Management Practitioners. According to Roscoe et al., (2019), Green Human Resource Management (GRHM) practices offer a practical way for organisations to develop human capital that can enhance the environmental performance and sustainable development of the firm. GHRM refers to the HRM aspects of environmental management and is defined as HRM activities that have positive environmental outcomes. GHRM practices can be categorised into three primary activities: developing green employee abilities, motivating green employees and providing green opportunities. Developing an employee"s green abilities involves integrating positive environmental thinking into the firm using Human Resource activities such as recruitment, selection, training and leadership development. Once recruited and trained, employees remain motivated through performance measurement and reward systems that are focused on providing opportunities for environmental performance improvement.
1.2 Statement of the Problem
Organizations have been blamed for contributing to environmental degradation through actions such as air, water, noise, soil and other means of pollution practices. This has resulted to the degradation of the environment hence the change in climate and food insecurity. Scientists have been warning the world of dire consequences of environmental degradation such as global warming, rise in sea level, drought, and poor quality of air among other consequences. In addition, some diseases i.e. some cancers are associated with environmental degradation factors. Life expectancy of people living in areas where there is immense environmental degradation has been shortened as a result. Consequently, modern organizations all over the world have since come up with strategies to conserve the environment while enhancing organizational effectiveness and efficiency. Experts in the field of human resource management have derived innovative strategies that are aligned to conservation of the environment. These strategies are meant to encourage employees to adopt green behavior in their work while enhancing better performance. Examples of these practices include green recruitment and selection, green training and development, green employee relations among other practices. Hence, Green Human Resource Management Practices is steadily gaining popularity among modern organizations globally as a means of conserving the environment.
Green Human Resource Management Practices and green behavior has not been fully embraced by many organizations in Nigeria. As a result, exploitation and wastage of natural resources in organizations based in Nigeria is still a common practice. This could be due to lack of awareness and insufficient skills among the management and employees on how to design and implement policies that support green behavior at work.
Green Human Resource Management Practices is a relatively new area in the field of Human Resource Management; therefore there is insufficient information and lack of awareness among employees and all stakeholders. This explains why very few organizations are currently practicing Green Human Resource Management. Therefore there is need to create awareness and sensitize organizations on the importance of adopting Green Human Resource Management Practices and Green Behaviour in Organizations. Hence the need for this research studies.
1.3 Objectives of the Study
The main study objective is to examine green human resource management and organizational effectiveness. while the specific objectives of the study include;
To establish the relationship between green recruitment and selection and organizational effectiveness.
To ascertain the relationship between green training and development and organizational effectiveness.
To determine the relationship between green employee relations and organizational effectiveness.
1.4 Research Questions
The study will be guided by the following questions;
What is the relationship between green recruitment and selection and organizational effectiveness?
What is the relationship between green training and development and organizational effectiveness?
What is the relationship between green employee relations and organizational effectiveness?
1.5 Research Hypothesis
Ho: There is no significant relationship between green human resource management and organizational effectiveness.
Ha: There is a significant relationship between green human resource management and organizational effectiveness.
1.6 Significance of the Study
It is in response to the growing concerns from corporate stakeholders regarding the impact of their activities on the environment that the Green HRM came to existence. This implies that adopting Green HRM practices and processes will be of immense benefit to firms, in terms of increased productivity, improved sales and competitive advantage. Thus, the application of the findings of this study will enable companies understand the actions and practices to adopt and implement in order to enhance their productivity. For firms already involved in the implementation of GHRM practices, this study will serve to help them improve their sustainability purposes. It will further aid them in the efficient use of resources to reduce waste and take decisions that are environmentally friendly. Researchers also stand to benefit immensely from this study by way of enhancing their understanding of the extent to which adopting green HRM practises can impact organizational effectiveness in Nigeria.
Finally, for researchers intending to study green HRM, this study would serve as useful reference material in the course of their research. The findings as well as the theoretical foundation of this study will serve as empirical evidence to other researchers hence making way for improvements and updates in this area of study.
1.7 Scope of the Study
This study is structured to generally examine the impact of green human resource management on organizational effectiveness. The study will be carried out in three selected hotels in Owerri, Imo State.
1.8 Limitation of the Study
Like in every human endeavour, the researcher encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection, which is why the researcher resorted to a limited choice of sample size. More so, the researcher simultaneously engaged in this study with other academic work. As a result, the amount of time spent on research will be reduced.
1.9 Definition of Terms
Human resource management is a discipline, a professional speciality that has emerged in recent years as a broad spectrum, including and synthesising diverse fields such as people management, organizational behavior, industrial and labor relations, and so on.
Green Human Resource Management; represents various aspects of human resource management (HRM) aimed at developing environmentally minded employees, namely employees who are sensitive about the importance of activities related to environmental protection.
1.10 Organization of the Study
This research work is organized in five chapters, for easy understanding, as follows.
Chapter one is concern with the introduction, which consist of the (overview, of the study), historical background, statement of problem, objectives of the study, research hypotheses, significance of the study, scope and limitation of the study, definition of terms and historical background of the study.
Chapter two highlights the theoretical framework on which the study is based, thus the review of related literature.
Chapter three deals on the research design and methodology adopted in the study.
Chapter four concentrate on the data collection and analysis and presentation of finding.
Chapter five gives summary, conclusion, and recommendations made of the study.
Table of Contents
Title Page
Certification
Dedication
Acknowledgement
Table of Content
List of Tables
Abstract
Chapter One:
Introduction
1.1 Background of the Study
1.2 Statement of the Problem
1.3 Objective of the Study
1.4 Research Questions
1.5 Research Hypothesis
1.6 Significance of the Study
1.7 Scope of the Study
1.8 Limitation of the Study
1.9 Definition of Terms
1.10 Organisations of the Study
Chapter Two:
Review of Literature
2.1 Conceptual Framework
2.2 Theoretical Framework
2.3 Empirical Review
Chapter Three:
Research Methodology
3.1 Research Design
3.2 Population of the Study
3.3 Sample Size Determination
3.4 Sample Size Selection Technique and Procedure
3.5 Research Instrument and Administration
3.6 Method of Data Collection
3.7 Method of Data Analysis
3.8 Validity of the Study
3.9 Reliability of the Study
3.10 Ethical Consideration
Chapter Four:
Data Presentation and Analysis
4.1 Data Presentation
4.2 Analysis of Data
4.3 Answering Research Questions
4.4 Test of Hypotheses
Chapter Five:
Summary, Conclusion and Recommendation
5.1 Summary
5.2 Conclusion
5.3 Recommendation
References
APPENDIX
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