Meta-analysis of the relationship between green human resource management and green sustainable performance

Abstract

BACKGROUND AND OBJECTIVES: The role of green human resource management is the foremost part of the green management, since the most basic mission of green human resource management is to utilize green measures to improve the economic, social, operational and environmental circumstance of the organization. Given the importance and necessity of this, with the studies conducted on national and international research, it can be pointed out that so far no systematic and classified review of the results obtained from research related to the subject has been performed. In fact, among the existing meta-analytic researches, no research has studied the relationship between green human resource management and sustainable green performance; therefore, the current study can create a new topic of research and by performing a meta-analysis on scientific findings related to this field can provide an integrated model of green human resources and sustainable green performance. This model can also help to better understanding the factors that lead to the development of the sustainable performance of organizational processes and give managers the opportunity to identify and implement important techniques in the process of improving the sustainable green performance in the human resource sector.

METHODS: The present study aims to quantitatively combine the results of researches conducted in the field of green human resource management using meta-analysis method. The statistical population of this research includes 62 valid scientific articles that have been published in the years 2005 to 2020 using quantitative methods on the subject of green human resource management and sustainable green performance. Out of these studies, 42 articles were selected for statistical sampling and analyzed using CMA2 software.

FINDINGS: After calculating the effect size of fixed and random combinations related to each of the variables, it was found that 5 components of recruitment and employment, training and development of human resources, performance appraisal, reward, employee participation and teamwork as the most important and effective components of green human resource management variables. Among these, the highest frequency was related to the variable of human resource development and training with the frequency of 31 and the effect size of 0.298 and the lowest frequency was related to the employee participation and teamwork variable with the frequency of 11 with the effect size is 0.306. Also, among the components of sustainable green performance (environmental, economic, operational and social performance), only 1 component of environmental performance with a frequency of 10 and an effect size of 0.262 is the most effective component of sustainable green performance.

CONCLUSION: the findings showed that after determining the relationship between the component of green human resource management as an independent variable and the variable of sustainable green performance as a dependent variable; the characteristics of each variable were identified and finally an integrated model of green human resource management and sustainable green performance was extracted.