Examinando por Autor "Murillo-Ramos, Lydia"

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ANTECEDENTS, OUTCOMES, AND BOUNDARIES OF GREEN HUMAN RESOURCE MANAGEMENT: A LITERATURE REVIEW
(Fundacao Getulio Vargas, 2023-06-30) Murillo-Ramos, Lydia; Huertas-Valdivia, Irene; García-Muiña, Fernando E.
Green human resource management (GHRM) is a crucial element of the globally trending topic of green management. Although GHRM has received considerable research attention in recent years, confusion remains regarding its antecedents, the social, and psychological processes through which GHRM influences employee behavior, and the potential outcomes to be derived from its use. This paper aims to disentangle and summarize the components that have been explored in the GHRM-performance relationship. To achieve these goals, we conduct a systematic review based on the preferred reporting items method and then present a series of theoretical approaches to stimulate new debates on theory building and its subsequent use in GHRM research. We also carefully explain information on organizational and employee-level factors that motivate and hinder GHRM and display this information in a visual framework. The implications for practice provide focused recommendations to help managers understand how to create favorable conditions for enhancing sustainability performance. The gaps identified should open the way to new lines of research that still need attention.
Exploring the cornerstones of green, sustainable and socially responsible human resource management
(emerald insight, 2022-10-05) Murillo-Ramos, Lydia; Huertas-Valdivia, Irene; García-Muiña, Fernando E.
•Purpose: To delineate the fast-growing path of HRM research with a sustainable orientation and resolve confusion over the differences and interdependences of the various approaches that have emerged: green human resource management (GHRM), sustainable human resource management (Sustainable HRM), and socially responsible human resource management (SR-HRM). •Design/methodology/approach: Bibliometrics and science mapping were used to analyze the field’s conceptual structure based on 587 related documents extracted from the ISI Web of Science database. Co-word analysis with SciMAT software enabled us to map the main themes studied and identify their evolution, importance, and relevance. •Findings: SR-HRM is the least-developed of the three approaches analyzed and has been overlooked by the journals that publish the most work in the field of HR. We identify a lack of sustainability-related HRM studies on higher education and an ongoing need both to explore the role of culture in GHRM implementation and to explain further the potential non-green behavioral outcomes that can result from its use. •Originality: Explores in detail the interrelations among various emerging sustainable human resource approaches and subtopics derived from them to reveal hotspots, dilemmas, paradoxes, and research gaps. •Practical implications: Demonstrates how human resource factors are key to managing challenges such as aging workforce, unstable employment relationships, implementation of green supply chain management, and Industry 4.0.
Green human resource management in hospitality: nurturing green voice behaviors through passion and mindfulness
(Taylor & Francis Online, 2024-01-09) Murillo-Ramos, Lydia; Huertas-Valdivia, Irene; García-Muiña, Fernando E.
This study uses Partial Least Squares Structural Equation Modeling (PLS-SEM) to explore the nexus between green human resource management (GHRM) practices and employee green voice behaviors in the Spanish hospitality sector. Using a sample of 308 Spanish hotel employees, the findings indicate that employees' perception of GHRM practices significantly predicts green voice behavior development and is positively associated with harmonious environmental passion. Employees' GHRM perception substantially impacts organizational green mindfulness, positively influencing harmonious environmental passion. The study unveils complementary partial mediation, showcasing the significant and indirect impact of GHRM practices on green voice behaviors through harmonious environmental passion and organizational green mindfulness. Theoretical contributions involve introducing novel psychosocial processes that motivate and influence the interaction between GHRM and employees’ green behaviors. Meanwhile, practical implications underscore the role of GHRM in fostering a shared green vision and empowering employees for actively engaging in environmental sustainability within the hospitality sector.