Pathways towards Sustainability in Organizations: Empirical Evidence on the Role of Green Human Resource Management Practices and Green Intellectual Capital

Saqib Yaqoob Malik, Yukun Cao, Yasir Hayat Mughal, Ghulam Muhammad Kundi, Mudassir Hayat Mughal and T. Ramayah
Additional contact information
Saqib Yaqoob Malik: College of Economics & Management, Northeast Forestry University, Harbin 150040, China
Yukun Cao: College of Economics & Management, Northeast Forestry University, Harbin 150040, China
Yasir Hayat Mughal: College of Public Health and Health Informatics, Qassim University, Al Bukayriyah 52531, Saudi Arabia
Ghulam Muhammad Kundi: College of Public Health and Health Informatics, Qassim University, Al Bukayriyah 52531, Saudi Arabia
Mudassir Hayat Mughal: Faculty of Agriculture, Gomal University Pakistan, DIKhan 29050, Pakistan
T. Ramayah: School of Management, Universiti Sains Malaysia, Minden, Penang 11800, Malaysia

Sustainability, 2020, vol. 12, issue 8, 1-24

Abstract: According to the resource-based view (RBV), an organization can be viewed as a collection of human, physical and organizational resources. These resources are valuable and inimitable, and are the main source of sustainable competitive advantage and sustained higher performance. Green human resource management (GHRM) practices help organizations to obtaina competitive advantage and align business strategies with the environment. In the same way, increases in environmental awareness and strict implementation of international environmental regulations havea greater impact on business sustainability. Environmentalism and sustainability are becoming more of a concern for organizations. For this reason, green human resource managementpractices and green intellectual capital are the main elements of business sustainability. Based on the resource-based view and intellectual capital-based view theory, this study investigated the impact of GHRM practices and green intellectual capital on sustainability, using cross-sectional data. The results show that the two dimensions of GHRM practices (green recruitment and selection, and green rewards) and green intellectual capital (green human capital, green structural capital and green relational capital) have a positive effect on a firm’s sustainability. GHRM practices and green intellectual capital have a positive role in this model. Practitioners, scholars and academics all may take benefits from the findings of this study.Limited variables andemerging and developingeconomies were the scope of this study. Future studies could investigate and explore the impact of green HRM practices and the role of management and stakeholder pressureonnew areas of sustainability.

Keywords: green human resource management; green intellectual capital; sustainability (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2020
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (27)

Downloads: (external link)
https://www.mdpi.com/2071-1050/12/8/3228/pdf (application/pdf)
https://www.mdpi.com/2071-1050/12/8/3228/ (text/html)

Related works:
This item may be available elsewhere in EconPapers: Search for items with the same title.

Export reference: BibTeX RIS (EndNote, ProCite, RefMan) HTML/Text

Persistent link: https://EconPapers.repec.org/RePEc:gam:jsusta:v:12:y:2020:i:8:p:3228-:d:346621

Access Statistics for this article

Sustainability is currently edited by Ms. Alexandra Wu

More articles in Sustainability from MDPI
Bibliographic data for series maintained by MDPI Indexing Manager ().