Sustainable Green Human Resource Management Practices in Educational Institutions: An Interpretive Structural Modelling and Analytic Hierarchy Process Approach
Sustainable Green Human Resource Management Practices in Educational Institutions: An Interpretive Structural Modelling and Analytic Hierarchy Process Approach
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DOI：
10.3390/su141912853
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发表时间：
2022-10-01
期刊：
影响因子：
3.9
通讯作者：
Castano, Fernando
中科院分区：
文献类型：
--
作者：
Goel, Pankaj;Mehta, Sandhya;Castano, Fernando
绿色人力资源管理（GHRM）是将战略、政策、程序和规则等传统人力资源实践与最新的绿色和可持续环境响应实践相结合。与企业不同，教育机构 (EI) 中 GHRM 的采用仍处于起步阶段。通过广泛的文献调查，本研究确定了采用 GHRM“策略”方面的十一项挑战，十一项“政策”方面的挑战，九项“程序”方面的挑战，以及八项关于制定 GHRM“规则”方面的挑战。目的是确定并发展在 EI 中采用 GHRM 实践的主要挑战和次要挑战之间的关系。因此，本研究将解释结构建模（ISM）技术应用于每个 GHRM 实践，并开发了这些挑战和结果之间的相互关系，并通过层次分析法（AHP）验证。两种技术的排名均已通过斯皮尔曼排名相关技术进行了统计验证。该研究得出的结论是，缺乏或不充分考虑了四个主要支柱：从战略角度来看，这些EI之间的明确愿景和高层管理人员合作，以确保可持续的GHRM实践；考虑到政策方面确定问责制的基准；从程序角度来看，重点关注GHRM实践的大学合适的课程课程；从规则角度来看，EI的透明度是GHRM采用的重大挑战。报告结果的发现可以在进一步的研究中进一步扩展到横断面和跨文化研究。
Green Human Resources Management (GHRM) is an alignment of traditional human resource practices such as strategies, policies, procedures, and rules to the latest green and sustainable environment responsive practices. Unlike corporates, the adoption of GHRM in educational institutes (EIs) is still in its infancy stage. Through an extensive literature survey, this study identified eleven challenges in adopting the GHRM "strategy", ten on "policy", nine on the "procedures", and eight on framing the GHRM "rules" aspect. The aim is to identify and develop the relationship between major and minor challenges in adopting GHRM practices in EIs. Hence, this study has applied the Interpretive Structural Modelling (ISM) technique to each GHRM practice and developed interrelation among such challenges and results verified with Analytic Hierarchy Process (AHP). The rankings of both techniques have been statistically verified with the Spearman Rank Correlation technique. The study concludes the lacking or insufficient considered four main pillars: clear vision and top management cooperation among these EIs to ensure sustainable GHRM practices from the strategy aspect perspective, benchmark in fixing accountability considering the policy aspect, suitable course curricula in universities focused on GHRM practices from procedural viewpoint, and transparency in EIs from the perspective of rules as significant challenges in GHRM adoption. The findings of the reported results can be further extended in cross-sectional and cross-cultural studies in further studies.