Organisatsioonide juhtimises eemaldumine antropotsentrismist ning inimese mõtestamine looduse osana on toonud organisatsioonide erialakirjandusse palju värskeid mõtteid. Siinviidatu on – nii mulle tundub – paljude Eesti avaliku sektori organisatsioonide praktikaid jälgides vägagi asjakohane tekst. Tippjuhi vaated ja seisukohad rohelisest mõtteviisist võivad olla suure mõjuga. Näiteks kõlbab pabervisiitkaartide tellimine organisatsioonides, mille tutvustustes on kandev roll digiarengutel. Sedalaadi nö paberikeskse mõtteviisi praktikad ilmutavad ennast taimse järjekindlusega. Aga on ka mitmeid arenguid, mille teevad rõõmu nendele, kes tõsimeeli muretsevad planeedi tuleviku pärast.
Kontekstiks (kas roheline mõtteviis tasub ennast ära? (wth?):
As part of organizations’ proactive environmental management, green human resource management (HRM) emerges to incorporate ecological considerations into HRM, concerning the “relationships between organizational activities that impact the natural environment and the design, evolution, implementation and influence […] Given that green HRM extends organizations’ conventional focus on financial gains, there is a long-standing debate on whether it pays to be green
we extend the green HRM literature by investigating how green HRM influences both green-specific and generic financial performance. […] our second and third contributions are to offer fuller insights into the performance implications of green HRM, both in environmental and financial domains, as well as the mediating mechanism via employee environmental commitment, respectively.
Strateegiline juhtimine aitab:
some researchers have recently suggested that HRM systems, similar to organizational climate, be defined toward a specific strategic goal of an organization (Lepak et al., 2006). In this vein, green HRM represents a target-oriented HRM system with the overall aim of achieving the strategic goals in the environmental domain
we examine employee environmental commitment rather than organizational commitment as a proximal outcome of green HRM. Employee environmental commitment describes a frame of mind encompassing a sense of attachment, identification, and responsibility to environmental concerns in the workplace
First, the findings suggest that a subsidiary is more likely to invest in green HRM when its CEO holds a strong environmental belief especially when the subsidiaries are located in cities with severe pollution. In order to promote the use of green HRM in subsidiaries, parent companies may focus on enhancing the environmental belief of subsidiary CEOs. […] Second, the findings indicate that when employees have a high environmental commitment collectively, the subsidiaries are more likely to achieve better environmental and financial performance.
Our research findings highlight the importance of considering both top managers and external environment to understand the variation in the use of green HRM and provide empirical evidence for the benefits organizations may gain from their investment in green HRM.
Ren, S., Jiang, K., & Tang, G. (2021) Leveraging green HRM for firm performance: The joint effects of CEO environmental belief and external pollution severity and the mediating role of employee environmental commitment. Human Resource Management