Green Human Resource Management and Green Culture
An Integrative Sustainable Competing Values Framework and Future Research Directions
Bibliographic Data
| ID | 21271608 |
|---|---|
| Authors | Sudhanshu Maheshwari (0000-0002-6417-2122, S.P. Jain Institute of Management and Research, Mumbai, India, corresponding author), Ashneet Kaur (0000-0002-0288-1783, S.P. Jain Institute of Management and Research, Mumbai, India), Douglas W S Renwick (Nottingham Business School, UK), Douglas Renwick (0000-0001-6819-5746, University of Nottingham) |
| Year | 2024 |
| Volume | 37 |
| Issue | 1 |
| Pages | 32-56 |
| Publication date | 2024-01-04 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Organization & Environment (JOURNAL) |
| Journal identifiers | ISSN: 1086-0266 • E-ISSN: 1552-7417 |
| Publisher | SAGE Publishing (PUBLISHER • US) |
| DOI | 10.1177/10860266231217280 |
| OpenAlex | W4390616331 |
| Language | EN |
| Citations received | 8 |
| References cited | 137 |
This study aims to analyze the association between green human resource management practices and green culture and proposes a green competing values framework that entails four green cultures: green clan, green adhocracy, green market, and green hierarchy culture, adopted from Cameron & Quinn’s (2011) competing values framework. We elucidate that each green culture is shaped through ability-motivation-opportunity enhancing green human resource management practices in alignment with desired green beliefs, values, and symbols to achieve organizational sustainability goals. Thus, our model acts as a diagnostic toolkit for identifying the organization’s dominant green culture and how a specific green culture can be generated that assimilates with the organization’s green objectives. Our theoretical contributions include extending sustainable Human Resource Management (HRM) studies by employing a green competing values framework to enhance organizational and staff green behaviors, and critically appraising such outcomes to negate the adoption of standardized practices as descriptive, prescriptive solutions in green HRM studies. We provide implications for practice and elucidate future research directions in organizational sustainability and green HRM
Business · Clan · Economics · Green computing · Green Marketing · Hierarchy · Human resource management · Knowledge management · Management · Organizational culture · Sociology · Sustainability · Sustainable Business · Computer Science · Engineering · Environmental Education and Sustainability · Environmental Sustainability in Business · Sustainable Supply Chain Management · Ecology · Marketing
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Employee Green Behavior
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| Unique citing works | 8 |
|---|---|
| Citations per year | 8 |
| Citation span | 2025 - 2026 (2) |
| Citation velocity | current |
| Highly cited | No |
| Citation types | Neutral: 7 |