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Green Human Resource Management in Chinese Enterprises
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Book Description
Corporate social responsibility (CSR), and particularly environmental management, has now become a global social norm. As the largest developing economy in the world, China is currently a major environmental polluter. This book examines how Chinese enterprises, including both indigenous firms and foreign-owned organizations operating in China, utilize human resource management (HRM) to conduct environmental management, i.e. green HRM, also referred to as environmentally friendly HRM.
Green HRM integrates HRM with environmental management and is implemented by firms to realize corporate green strategies by providing opportunities and motivating employees to become involved in environmental activities. This book explores how green recruitment and selection, green training, green performance management, and green pay and rewards are managed in Chinese enterprises, and how green HRM affects organizational green and non-green workplace behaviors. It enriches the current literature on green HRM practices and measures. It also advances our understanding of employee organizational behavioral consequences of green HRM, which is an emerging and understudied field of research. As such, this book offers practical implications on how to elicit desirable employee green and non-green workplace behaviors through green HRM policies and practices.
This book will appeal to anyone interested in learning more about green HRM practices and the social and psychological processes through which green HRM influences employees, promotes green workplace behaviors and improves a firm's environmental performance.
Table of Contents
1. Introduction 2. Literature Review (Part 1): Green HRM – Concepts, Practices, and Organizational Antecedents 3. Literature Review (Part 2): Employee Workplace Outcomes of Green HRM 4. Literature Review (Part 3): Theoretical Background and Hypotheses Development 5. Methodology 6. Results: Green HRM Implementation 7. Results: Employee Organizational Behavioral Consequences of Green HRM 8. Discussion and Conclusion
Author(s)
Biography
Jie Shen is Professor of HRM at Shenzhen International Business School, Shenzhen University. His research interests include human resource management, international human resource management, and corporate social responsibility.
Jenny Dumont is a freelance writer and editor, and a research fellow at the Australian Centre for Asian Business (ACAB) at the University of South Australia (UniSA). Her areas of interest include human resources, international management, indigenous development, cultural and political studies, and public policy.
Xin Deng is Senior Lecturer in Economics at University of South Australia. Her research encompasses various areas in applied economics, and her current research focuses on vulnerable groups in the labor market, with special attention to gender diversity and ageing workforce.