Systematic Review:  Association between Green Human Resource Management and Sustainable Competitive Edge

Jonathan William Omolo

doi:10.51867/ajernet.6.2.20

Authors

Jonathan William Omolo
jonathanomolo1968@gmail.com
Rongo University, Kenya https://orcid.org/0009-0002-6250-5787

Keywords:

Environmental Performance, Green Human Resource Management Practices, Green Organizational Culture, Sustainable Competitive Edge, Sustainability

Abstract

To achieve a Sustainable Competitive Edge in today's environmentally conscious world, organizations are strongly advised to systematically integrate Green Human Resource Management practices across all core HR functions. This strategic imperative necessitates embedding environmental considerations into organizational people management. A multi-faceted approach is crucial, prioritizing robust green training programs to enhance employees’ environmental proficiency and skills. Furthermore, the establishment of meticulously designed green performance management and reward systems is vital. These systems incentivize sustainable behaviors, aligning individual actions with organizational environmental objectives and cultivating a workforce deeply committed to ecological stewardship. Complementing these efforts, fostering green employee involvement programs is essential. Actively engaging employees in environmental decision-making processes and encouraging their participation in green initiatives can unlock invaluable insights and foster a stronger sense of ownership and responsibility towards sustainability endeavors. This collaborative approach drives innovative and impactful environmental solutions. The holistic integration of these interconnected GHRM practices enables organizations to cultivate a distinctive and highly valued green human capital pool. This environmentally aware and skilled workforce, coupled with a deeply ingrained environmental stewardship culture, represents a significant organizational asset. These internal capabilities are critical for achieving superior environmental performance, forming a robust foundation for a lasting competitive edge. Moreover, compelling evidence underscores the pivotal role of GHRM practices as both crucial mediators and significant moderators in translating Organizational Environmental Sustainability (OES) initiatives into tangible and enduring competitive advantages. GHRM mechanisms act as key conduits, directly driving green innovation and enhancing overall environmental performance, thereby creating pathways to SCA. Simultaneously, key GHRM-related elements, such as the cultivation of a strong green organizational culture and the development of a highly competent green human capital base, function as powerful moderators, significantly amplifying the positive influence of OES on various SCA-related outcomes. In conclusion, a profound and strategic integration of GHRM into an organization's overarching sustainability strategy is essential. This deep embedding of green principles into human resource management practices is the key to effectively leveraging environmental actions, transforming them into tangible and enduring sources of competitive success in an increasingly environmentally conscious and regulated global business environment.

Dimensions

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