An Evaluation of Green Human Resources and Employees’ Behavior in the Hotel Industry
CHAPTER ONE
Objectives Of The Study
The overall aim of this study is to critically examine green human resources and employees’ behavior in hotel industry. Hence, the study will be channeled to the following specific objectives;
- Ascertain the impact of GHRM on employees’ behaviour towards organizational environmental sustainability.
- Ascertain the impact of GHRM on employees environmentally friendly behaviour.
- Ascertain impact of GHRM on employees’ behaviour towards organizational environmental culture.
CHAPTER TWO
REVIEW OF RELATED LITERATURE
Introduction
GHRM represents various aspects of human resource management (HRM) aimed at developing environmentally minded employees, namely employees who are sensitive about the importance of activities related to environmental protection (Luu, 2019; Pham et al., 2019), covers a wide range of practices related to the entire lifecycle of employees in the organization, from employee selection to their retention (W. G. Kim et al., 2020). GHRM practices are defined as an organization’s commitment to environmental protection, and they include a variety of HRM practices that are all focused on the ecosystem’s instability and the ecological repercussions of an organization’s economic activity (Nisar et al., 2021). Previous researchers have evaded the application of GHRM on green recruitment and selection aspects (Yusoff et al., 2020), green training and development (Nisar et al., 2021), green performance management (Chen et al., 2018), and green reward and remuneration (Arasli et al., 2020). Hiring and selecting individuals with environmental awareness using test instruments to ensure that employees are optimistic about environmental issues and questions relating to environmental views, values, and knowledge are examples of green recruitment and selection (Renwick et al., 2013). The green training program is designed to increase employee awareness, knowledge, and skills in green activities and a climate that encourages all employees to engage in environmental insight initiatives. (Fernández et al., 2003). Referring to (Renwick et al., 2013), green integrated training includes a comprehensive green program and links it to a performance management system, an approach to creating a green climate. The importance of GHRM as a fundamental determinant of employee behaviour stems from the fact that GHRM is a critical component of an environmental insightoriented strategic plan to build, maintain, and strengthen sustainable environmental performance in the tourism and hospitality sectors. (Farooq et al., 2021). Global tourism stakeholders have agreed to realize a sustainable tourism industry as a shared responsibility to the world’s citizens (Hall, 2019). In this aspect, GHRM has a strategic role in controlling worker behaviour in the tourism industry, including hospitality.
CHAPTER THREE
RESEARCH METHODOLOGY
INTRODUCTION
In this chapter, we described the research procedure for this study. A research methodology is a research process adopted or employed to systematically and scientifically present the results of a study to the research audience viz. a vis, the study beneficiaries.
RESEARCH DESIGN
Research designs are perceived to be an overall strategy adopted by the researcher whereby different components of the study are integrated in a logical manner to effectively address a research problem. In this study, the researcher employed the survey research design. This is due to the nature of the study whereby the opinion and views of people are sampled. According to Singleton & Straits, (2009), Survey research can use quantitative research strategies (e.g., using questionnaires with numerically rated items), qualitative research strategies (e.g., using open-ended questions), or both strategies (i.e., mixed methods). As it is often used to describe and explore human behaviour, surveys are therefore frequently used in social and psychological research.
POPULATION OF THE STUDY
According to Udoyen (2019), a study population is a group of elements or individuals as the case may be, who share similar characteristics. These similar features can include location, gender, age, sex or specific interest. The emphasis on study population is that it constitutes of individuals or elements that are homogeneous in description.
This study was carried to examine an evaluation of green human resources and employees behavior in the hotel industry. Selected hotels in Lagos State form the population of the study.
CHAPTER FOUR
DATA PRESENTATION AND ANALYSIS
INTRODUCTION
This chapter presents the analysis of data derived through the questionnaire and key informant interview administered on the respondents in the study area. The analysis and interpretation were derived from the findings of the study. The data analysis depicts the simple frequency and percentage of the respondents as well as interpretation of the information gathered. A total of eighty (80) questionnaires were administered to respondents of which only seventy-seven (77) were returned and validated. This was due to irregular, incomplete and inappropriate responses to some questionnaire. For this study a total of 77 was validated for the analysis.
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATION
Introduction
It is important to ascertain that the objective of this study was to ascertain an evaluation of green human resources and employees’ behavior in the hotel industry. In the preceding chapter, the relevant data collected for this study were presented, critically analyzed and appropriate interpretation given. In this chapter, certain recommendations made which in the opinion of the researcher will be of benefits in addressing the challenges of an evaluation of green human resources and employees’ behavior in the hotel industry
Summary
This study was on an evaluation of green human resources and employees’ behavior in the hotel industry. Three objectives were raised which included: Ascertain the impact of GHRM on employees’ behaviour towards organizational environmental sustainability, ascertain the impact of GHRM on employees environmentally friendly behavior and ascertain impact of GHRM on employees’ behaviour towards organizational environmental culture. A total of 77 responses were received and validated from the enrolled participants where all respondents were drawn from selected hotels in Lagos state. Hypothesis was tested using Chi-Square statistical tool (SPSS).
Conclusion
This study has revealed GHRM research opportunities in the hospitality industry that have not been widely done. The post-pandemic hospitality industry trend that is currently in a state of recovery requires the thinking of researchers to uncover the supporting factors and impacts resulting from the technical application of GHRM. There are wide-ranging opportunities for researchers to communicate the latest findings to realize a better hospitality industry in the future. Nevertheless, we are aware of the limitations of this study in terms of database sources used that are limited to a few sources.
Recommendation
Top management of the hotels can encourage the development of green attitudes or behaviors among the employees through the incorporation of „green‟ policies in their HRM framework. In our study we test the effects of Green HRM practices on shaping the green behavior of the hotel employees. And the study results confirmed that Green Training & Development, Green Performance Appraisal and Green Compensation& Rewards had significant contribution in explaining the hotels employees‟ eco-friendly behavior.
References
- Ahmed, S. (2015). Green Human Resource Management: Policies and Practices. Cognet Business and Management. https://doi.org/10.1080/23311975.2015.1030817
- Andriate, G. S., & Fink, A. A. (2008). Managing the change to a sustainable enterprise. The sustainable enterprise fieldbook: When it all comes together, 118-140.
- Aranganathan, P. (2018). Green Recruitment: A New-Fangled Approach to Attract and Retain Talent. International Journal of Business Management & Research, 69-76.
- Arulrajah, A. A., Opatha, H., & Nawaratne, N. (2015). Green Human Resource Management Practices: A Review. Sri Lankan Journal of Human Resource Management, 1-17.
- Bhattacharya, C. B., Korschun, D., & Sen, S. (2009). Strengthening stakeholder–company relationships through mutually beneficial corporate social responsibility initiatives. Journal of Business Ethics, 85, 257–272.
- Bhushan, A., & Mackenzie, J. (1994). Environmental leadership plus total quality management equals continuous improvement. New York: McGraw-Hill.
- Bohdanowicz, P., Zientara, P., & Novotna, E. (2011). International hotel chains and environmental protection: an analysis of Hilton‟s we care! programme (Europe, 2006–2008). Journal of Sustainable Tourism, 19, 797–816.
- Boiral, O. (2008). Greening the Corporation through Organizational Citizenship Behaviors. Journal of Business Ethics, 87(2), 221–236.
- Brekke, K. A., & Nyborg, K. (2012). Attracting responsible employees: green production as labor market. International Journal of Business and Management, 25-33.