Do green HRM practices really matters in shaping sustainable performance among ISO14001-certified Malaysian manufacturing firms: A mixed-method approach

Abstract

Sustainable performance is vital for the manufacturing industry to address major environmental issues. In response to environmental problems firms are pressed to adopt green human resource management (GHRM) to improve sustainable performance (economic, environmental and social). The main purpose of this study was to examine the direct relationship between GHRM and sustainable performance (SP). The study employed an explanatory sequential mixed-method design, using both quantitative and qualitative data to address research objectives. The quantitative data of 227 respondents were collected through questionnaires, followed by nine semi-structured interviews with HRM managers from ISO14001-certified Malaysian manufacturing firms to complement quantitative results and provide better understanding of GHRM practices, in explaining SP. Quantitative data were analysed through structural equation modeling (SEM), using AMOS 22. Qualitative data were analysed through thematic analysis, using NVIVO 11. Quantitative findings revealed that GHRM practices were positively related to SP. Major themes of GHRM practices emerged in explaining SP based on economic, social and environmental dimensions. This study makes novel academic and practical contributions in the field of GHRM, organizational behavior and sustainable performance. It has some inherent limitations but also outlines recommendations and directions for future research.
Keywords: Green human resource management, green selection, green training, green rewards, sustainable performance, explanatory sequential mixed-method, Malaysia