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of Gap Model
Public
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Pathways towards 2019 Due to the Survey and data The On the First, it will H1. Green
sustainability in scarcity of collection limitations of basis of the explore the analysis and
manufacturing natural this study RBV relationship job
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framework green HRM positively
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and its and related to
evidence on the environmental application. sustainability sustainability
role of green issues raised in in an Asian .
human resource the recent context, the H2. Green
management years, the results of recruitment is
industry plays which will positively
https://doi.org/ a very crucial contribute to related to
10.1002/bse.2359 role in the ongoing sustainability
mitigating development .
environmental of theories There are 4
issues. within the more
field of hypothesis
sustainability
and business
strategy.
Second, the
results may
provide
actionable
insights for
practitioners,
who can use
these results
to their
strategic
advantage.
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Management the top most using a mixed countries’ practices l mechanisms and selection
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10.1016/j.jclepro.2 the “green to other enable more
016.12.087 management of developing hearing the hypothesis
organizational countries voice of
culture”. This employees to
 practice focuses help shape
on top environmenta
management l objectives
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protection
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business found a employed small sample theory key a positive
performance significant SmartPLS 3 and size of determinants relationship
through green relationship of follows a cross- employees NRBV of green between
GHRM with EP sectional was used that theory human green
human resource
and also research design. may suggest resource recruitment
management reported the Data from 179 the need for a management and selection
practices: an significant employees were diverse and (GHRM) and and
empirical relationship collected using a more investigate its environmenta
evidence from between EP and convenience representative impact on l
Malaysian BP. Moreover, sampling sample. The environmenta performance.
manufacturing EP significantly technique from paper is based l
industry mediates the the firms that on data performance There are 7
relationship of adopted GHRM collected from (EP) and more
https://doi.org/ GHRM with BP practices. the Malaysian business hypothesis
10.1108/IJPPM- manufacturing performance
industry – (BP).
11-2019-0520
other
economic
sectors and
Asian
countries may
offer different
results
An Analysis of 2019 This study A combination No gap a model of To assess H1: Top
Employee provides of quantitative mentioned by Environme the level HR
Awareness on significant and qualitative the author ntal HRM awareness managers
Green Human current research practices of Top-level are not
involving
Resource information on methods are HR manager aware of
four main
Management Green HRM employed to steps
about Green Green HR
Practices: though gather HR practices.
Evidence from the practice of information. practices. H2: Mid-
Bangladesh Green HRM in Specifically, level HR
Bangladesh is data are To assess managers
10.5923/ insignificant. collected from the are not
j.hrmr.20190901. The findings 221 managers awareness aware of
03 reveal that in selected of Mid-level Green HR
Green HRM firms. HR manager practices.
knowledge Descriptive about Green H3: Junior
depends on data analysis is HR HR
various factors. presented with practices. employees
respect to the are not
awareness To assess aware of
level and the Green HR
causal research awareness practices.
approach of Junior
executed to HR
find out the employees
significant about Green
factors which HR
increase the practices
employees’
awareness on To identify
green HRM. the factors
that increase
awareness
on Green
HRM of
employees.

Impact of Green 2020 Through Some Identify

Human Resource questionnaire companies When
Management survey the start their GHRM start
(GHRM) practices primary data operation very in the
in Garment was collected early but they Garments
industry: from the follow CSR sector in
Bangladesh respondents. and GHRM in Bangladesh.
Perspective a recent period Compare the
Pre-test and this company worker
Pilot Testing position is satisfaction
average. level among
random different
sampling Garments
method industries.

To arrive at the Identify the

intended Gap among
analysis, the garments on
participants’ the basis of
responses were labor
put into SPSS, turnover and
MS Excel 2007 yearly profit
software turnover who
properly
follow
 GHRM and
who don’t.
Do green human 2020 Research A quantitative This study This study to examine H1 GHRM
resource findings research design adhered uses the direct practices are
management confirmed a is employed recommendati ability, relationship positively
practices contribute significant direct using survey ons and motivation between related to
to sustainable positive primary data. directions for and green human sustainable
performance in relationship future research opportunity resource performance
manufacturing between green with inherent (AMO) as practices (SP). H1a
industry? human resource limitations underpinni such as green Green
practices and ng theory selection and recruitment
sustainable recruitment, and selection
https://doi.org/ performance green is positively
10.1504/ within the training and related with
IJESD.2020.1106 selected firms development, SP.
47 green H1b Green
assessment training and
and development
sustainable is positively
performance. related with
SP. H1c
Green
assessment
and rewards
are positively
related with
SP.