WHY HUMAN RESOURCE MANAGEMENT SHOULD GO GREEN IN HOTELS: INTERNAL BENEFIT PERSPECTIVE
Nhat Tan Pham,
Lien H.L. Nguyen and
Huong Minh Nguyen
Proceedings of the INTERNATIONAL MANAGEMENT CONFERENCE, 2018, vol. 12, issue 1, 39-47
Recently, green human resource management (GRHM) has been concerned by organizations and scholars. However, internal benefits to apply GHRM practices in organizations are limitations of previous studies, especially in the hotel industry. Thus, the purpose of this study is to fill this research gap by investigating internal benefits to apply these green practices in hotels. The qualitative method with case study strategy of two hotels (named cases as P and M) is used to conduct this research. On the basics of case studies, this study indicates the following findings. Firstly, the results indicate the enhancement of employees’ human capital (e.g. green awareness, knowledge, skill) highlighted in both hotels. Secondly, hotels boost employee’s green motivation (e.g. green commitment and behavior) if they apply effectively GHRM practices. Thirdly, the environmental and financial performances are also the important motives in applying GHRM practices in two hotels. Finally, the different green strategy and top management can be utilized to explain the difference about employee’s green voluntary behavior between two hotels.
Keywords: AMO theory; Environmental Management (EM); Green hotel; Green human resource management (GHRM); Internal benefit. (search for similar items in EconPapers)
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Persistent link: https://EconPapers.repec.org/RePEc:rom:mancon:v:12:y:2018:i:1:p:39-47
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