Enhancing Green Human Resource Management in the Hospitality Sector: Antecedents, Consequences, and the Role of Employee Green Voice

Abstract

The orientation towards sustainability has led companies to reformulate their organizational objectives, moving beyond mere profit maximization to achieve greater social well-being and environmental protection. This change is a result of increased environmental awareness and pressure from various stakeholders, both internal and external to the companies, demanding a more sustainable approach. In this context, the growing interest in exerting greater control over environmental impact will affect corporate operations, including their personnel management. Since the mid-1990s, various studies have recognized the role of Human Resource Management (HRM) in improving corporate environmental performance. The integration of HRM with environmental management has given rise to a specialized field known as Green HRM, initially coined by Renwick in 2008. Despite its recent emergence, Green HRM gained prominence among academics and researchers around 2016, coinciding with the rise of the green movement. It encompasses two central aspects: eco-protection and the safeguarding of human assets within organizations. The tools, processes, and practices of Green HRM support the adoption of a sustainable vision and the creation of environmentally friendly workplaces that encourage responsible resource use. Furthermore, contextual factors such as the integration of circular business models, principles of corporate social responsibility, and green logistics have driven the adoption of Green HRM initiatives in companies. In the context of the hospitality industry, known for its high resource demand and significant carbon footprint, the adoption of green practices and Green HRM is particularly crucial. Green HRM practices are a key organizational mechanism for increasing employee confidence in handling complex environmental issues and stimulating innovative green approaches, potentially facilitating a competitive advantage in the sector. However, there is a gap in the literature regarding employee perceptions of Green HRM initiatives in the hotel sector and their motivation to embrace green policies and practices. Additionally, there is limited research on the impact of a company's sustainability approach on employees' Green Voice Behaviors (GVB), which involve suggesting improvements and driving change within the organization...