Green human resource management practices: scale development and validity

TLDR

Previous research on green human resource management has largely been theoretical or qualitative. The study aims to develop and validate a comprehensive measurement instrument for GHRM to better assess its impact on performance. Using exploratory analysis, the authors identified five GHRM dimensions—green recruitment and selection, green training, green performance management, green pay and reward, and green involvement—and confirmed this factor structure with confirmatory factor analysis. The instrument was found to be valid, marking the first comprehensive measure of GHRM practices and offering a foundation for future research and practice.

Abstract

Previous studies on green human resource management ( GHRM ) are mainly positioned at theoretical or qualitative level. There is urgent need to develop a valid measurement of GHRM and then to offer more insights into the implication of it on individual or organizational performance. The aim of this study was to propose and validate an instrument to measure GHRM . Based on exploratory analysis (study 1), it was established that GHRM includes five dimensions: green recruitment and selection, green training, green performance management, green pay and reward, and green involvement. Confirmatory factor analysis (study 2) was used to confirm the factor structure of study 1. The results indicated that the proposed measurement is valid. This study is the first and also the most comprehensive one to measure main human resource practices for environmental management, which can provide broader focus for further research and for practitioners.