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

Author

Listed:
  • 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
    Internet Innovation Research Center, Newhuadu Business School, Minjiang University, Fuzhou 350108, Fujian, China
    Faculty of Accounting and Management, Universiti Tunku Abdul Rahman (UTAR), Sungai Long Campus, Cheras, Kajang 43000, Selangor, Malaysia)

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.

Suggested Citation

  • Saqib Yaqoob Malik & Yukun Cao & Yasir Hayat Mughal & Ghulam Muhammad Kundi & Mudassir Hayat Mughal & T. Ramayah, 2020. "Pathways towards Sustainability in Organizations: Empirical Evidence on the Role of Green Human Resource Management Practices and Green Intellectual Capital," Sustainability, MDPI, vol. 12(8), pages 1-24, April.
    • Handle: RePEc:gam:jsusta:v:12:y:2020:i:8:p:3228-:d:346621
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    References listed on IDEAS

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