Green human resource management and corporate social responsibility Evidence from Brazilian firms
Autor(a) principal: | |
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Data de Publicação: | 2020 |
Outros Autores: | , , , |
Tipo de documento: | Artigo |
Idioma: | eng |
Título da fonte: | Repositório Institucional da UNESP |
Texto Completo: | http://dx.doi.org/10.1108/BIJ-12-2019-0543 http://hdl.handle.net/11449/196740 |
Resumo: | Purpose In the past, simply fulfilling economic performance alone was critical to ensuring the success of companies and their shareholders, but this traditional perspective is not compatible with society's current demands, as there is increasing social pressure on organizations to become more sustainable and reduce impacts on the environment, promoting sustainable results in their business processes. In this context, the specialized literature states that human resources management (HRM) is considered a central aspect for building sustainable organizations, in particular, the area of green human resources management (GHRM). Thus, this study analyzes the relationship between GHRM and corporate social responsibility (CSR) in Brazilian companies. Company's age, size, ISO 9001 and 14001 certifications are the control variables. Design/methodology/approach The authors adopted a quantitative approach in conducting the survey. Four waves of email were sent to HR and CSR managers from 853 Brazilian companies from the metallurgical, automotive and chemical industries. In total, 79 questionnaires were fully answered, higher than the minimum sample calculated by the G*Power 3.1 software, which corresponds to a return rate of 9.26%. For the analysis of the results, the partial least squares method was used. Findings This research identifies that GHRM practices, in fact, positively influence CSR practices. The findings evidence that practices of performance evaluation, teamwork and recruitment and selection are the most important for a better CSR performance. The research results indicate that the ISO 9001 certification control variable also has a positive and significant effect on CSR and that the size of the company, the age of the company and the ISO 14001 certification, in the analyzed sample, were not relevant (as control variables) for CSR. Originality/value Current literature highlights the gap between GHRM and CSR. This relationship is not explored in Brazil. The study uses a new theoretical model, and it fills the gap identified in the literature. This paper brings important theoretical and managerial contributions. It is the first in the literature to show, in an empirical way, the positive relationship between GHRM and CSR, contributing in an original way to the state of the art of the GHRM and CSR theme. In addition, this research adds empirical evidence on GHRM and CSR in Latin America/South America/Brazil. |
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Green human resource management and corporate social responsibility Evidence from Brazilian firmsHuman resource managementEnvironmental managementSustainabilitySustainable development goalsStructural equation modelingPurpose In the past, simply fulfilling economic performance alone was critical to ensuring the success of companies and their shareholders, but this traditional perspective is not compatible with society's current demands, as there is increasing social pressure on organizations to become more sustainable and reduce impacts on the environment, promoting sustainable results in their business processes. In this context, the specialized literature states that human resources management (HRM) is considered a central aspect for building sustainable organizations, in particular, the area of green human resources management (GHRM). Thus, this study analyzes the relationship between GHRM and corporate social responsibility (CSR) in Brazilian companies. Company's age, size, ISO 9001 and 14001 certifications are the control variables. Design/methodology/approach The authors adopted a quantitative approach in conducting the survey. Four waves of email were sent to HR and CSR managers from 853 Brazilian companies from the metallurgical, automotive and chemical industries. In total, 79 questionnaires were fully answered, higher than the minimum sample calculated by the G*Power 3.1 software, which corresponds to a return rate of 9.26%. For the analysis of the results, the partial least squares method was used. Findings This research identifies that GHRM practices, in fact, positively influence CSR practices. The findings evidence that practices of performance evaluation, teamwork and recruitment and selection are the most important for a better CSR performance. The research results indicate that the ISO 9001 certification control variable also has a positive and significant effect on CSR and that the size of the company, the age of the company and the ISO 14001 certification, in the analyzed sample, were not relevant (as control variables) for CSR. Originality/value Current literature highlights the gap between GHRM and CSR. This relationship is not explored in Brazil. The study uses a new theoretical model, and it fills the gap identified in the literature. This paper brings important theoretical and managerial contributions. It is the first in the literature to show, in an empirical way, the positive relationship between GHRM and CSR, contributing in an original way to the state of the art of the GHRM and CSR theme. In addition, this research adds empirical evidence on GHRM and CSR in Latin America/South America/Brazil.Universidade Federal de Mato Grosso do SulCoordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)Univ Fed Mato Grosso do Sul, Paranaiba, BrazilAdm & Contabilidade Ribeirao Preto, Fac Econ, Ribeirao Preto, BrazilUniv Fed Mato Grosso do Sul, Dept Adm, Paranaiba, BrazilUniv Santa Ursula, Rio De Janeiro, BrazilUniv Sao Paulo, Fac Econ, Adm & Contabilidade Ribeirao Preto, Ribeirao Preto, BrazilSao Paulo State Univ, Dept Prod Engn, Bauru, SP, BrazilSao Paulo State Univ, Dept Prod Engn, Bauru, SP, BrazilCAPES: 001Emerald Group Publishing LtdUniversidade Federal de Mato Grosso do Sul (UFMS)Adm & Contabilidade Ribeirao PretoUniv Santa UrsulaUniversidade de São Paulo (USP)Universidade Estadual Paulista (Unesp)Souza Freitas, Wesley Ricardo deCaldeira-Oliveira, Jorge HenriqueTeixeira, Adriano AlvesStefanelli, Nelson OliveiraTeixeira, Talita Borges [UNESP]2020-12-10T19:54:40Z2020-12-10T19:54:40Z2020-04-03info:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/article1551-1569http://dx.doi.org/10.1108/BIJ-12-2019-0543Benchmarking-an International Journal. Bingley: Emerald Group Publishing Ltd, v. 27, n. 4, p. 1551-1569, 2020.1463-5771http://hdl.handle.net/11449/19674010.1108/BIJ-12-2019-0543WOS:000522721000001Web of Sciencereponame:Repositório Institucional da UNESPinstname:Universidade Estadual Paulista (UNESP)instacron:UNESPengBenchmarking-an International Journalinfo:eu-repo/semantics/openAccess2021-10-23T09:41:46Zoai:repositorio.unesp.br:11449/196740Repositório InstitucionalPUBhttp://repositorio.unesp.br/oai/requestopendoar:29462021-10-23T09:41:46Repositório Institucional da UNESP - Universidade Estadual Paulista (UNESP)false |
dc.title.none.fl_str_mv |
Green human resource management and corporate social responsibility Evidence from Brazilian firms |
title |
Green human resource management and corporate social responsibility Evidence from Brazilian firms |
spellingShingle |
Green human resource management and corporate social responsibility Evidence from Brazilian firms Souza Freitas, Wesley Ricardo de Human resource management Environmental management Sustainability Sustainable development goals Structural equation modeling |
title_short |
Green human resource management and corporate social responsibility Evidence from Brazilian firms |
title_full |
Green human resource management and corporate social responsibility Evidence from Brazilian firms |
title_fullStr |
Green human resource management and corporate social responsibility Evidence from Brazilian firms |
title_full_unstemmed |
Green human resource management and corporate social responsibility Evidence from Brazilian firms |
title_sort |
Green human resource management and corporate social responsibility Evidence from Brazilian firms |
author |
Souza Freitas, Wesley Ricardo de |
author_facet |
Souza Freitas, Wesley Ricardo de Caldeira-Oliveira, Jorge Henrique Teixeira, Adriano Alves Stefanelli, Nelson Oliveira Teixeira, Talita Borges [UNESP] |
author_role |
author |
author2 |
Caldeira-Oliveira, Jorge Henrique Teixeira, Adriano Alves Stefanelli, Nelson Oliveira Teixeira, Talita Borges [UNESP] |
author2_role |
author author author author |
dc.contributor.none.fl_str_mv |
Universidade Federal de Mato Grosso do Sul (UFMS) Adm & Contabilidade Ribeirao Preto Univ Santa Ursula Universidade de São Paulo (USP) Universidade Estadual Paulista (Unesp) |
dc.contributor.author.fl_str_mv |
Souza Freitas, Wesley Ricardo de Caldeira-Oliveira, Jorge Henrique Teixeira, Adriano Alves Stefanelli, Nelson Oliveira Teixeira, Talita Borges [UNESP] |
dc.subject.por.fl_str_mv |
Human resource management Environmental management Sustainability Sustainable development goals Structural equation modeling |
topic |
Human resource management Environmental management Sustainability Sustainable development goals Structural equation modeling |
description |
Purpose In the past, simply fulfilling economic performance alone was critical to ensuring the success of companies and their shareholders, but this traditional perspective is not compatible with society's current demands, as there is increasing social pressure on organizations to become more sustainable and reduce impacts on the environment, promoting sustainable results in their business processes. In this context, the specialized literature states that human resources management (HRM) is considered a central aspect for building sustainable organizations, in particular, the area of green human resources management (GHRM). Thus, this study analyzes the relationship between GHRM and corporate social responsibility (CSR) in Brazilian companies. Company's age, size, ISO 9001 and 14001 certifications are the control variables. Design/methodology/approach The authors adopted a quantitative approach in conducting the survey. Four waves of email were sent to HR and CSR managers from 853 Brazilian companies from the metallurgical, automotive and chemical industries. In total, 79 questionnaires were fully answered, higher than the minimum sample calculated by the G*Power 3.1 software, which corresponds to a return rate of 9.26%. For the analysis of the results, the partial least squares method was used. Findings This research identifies that GHRM practices, in fact, positively influence CSR practices. The findings evidence that practices of performance evaluation, teamwork and recruitment and selection are the most important for a better CSR performance. The research results indicate that the ISO 9001 certification control variable also has a positive and significant effect on CSR and that the size of the company, the age of the company and the ISO 14001 certification, in the analyzed sample, were not relevant (as control variables) for CSR. Originality/value Current literature highlights the gap between GHRM and CSR. This relationship is not explored in Brazil. The study uses a new theoretical model, and it fills the gap identified in the literature. This paper brings important theoretical and managerial contributions. It is the first in the literature to show, in an empirical way, the positive relationship between GHRM and CSR, contributing in an original way to the state of the art of the GHRM and CSR theme. In addition, this research adds empirical evidence on GHRM and CSR in Latin America/South America/Brazil. |
publishDate |
2020 |
dc.date.none.fl_str_mv |
2020-12-10T19:54:40Z 2020-12-10T19:54:40Z 2020-04-03 |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://dx.doi.org/10.1108/BIJ-12-2019-0543 Benchmarking-an International Journal. Bingley: Emerald Group Publishing Ltd, v. 27, n. 4, p. 1551-1569, 2020. 1463-5771 http://hdl.handle.net/11449/196740 10.1108/BIJ-12-2019-0543 WOS:000522721000001 |
url |
http://dx.doi.org/10.1108/BIJ-12-2019-0543 http://hdl.handle.net/11449/196740 |
identifier_str_mv |
Benchmarking-an International Journal. Bingley: Emerald Group Publishing Ltd, v. 27, n. 4, p. 1551-1569, 2020. 1463-5771 10.1108/BIJ-12-2019-0543 WOS:000522721000001 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.relation.none.fl_str_mv |
Benchmarking-an International Journal |
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info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
1551-1569 |
dc.publisher.none.fl_str_mv |
Emerald Group Publishing Ltd |
publisher.none.fl_str_mv |
Emerald Group Publishing Ltd |
dc.source.none.fl_str_mv |
Web of Science reponame:Repositório Institucional da UNESP instname:Universidade Estadual Paulista (UNESP) instacron:UNESP |
instname_str |
Universidade Estadual Paulista (UNESP) |
instacron_str |
UNESP |
institution |
UNESP |
reponame_str |
Repositório Institucional da UNESP |
collection |
Repositório Institucional da UNESP |
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Repositório Institucional da UNESP - Universidade Estadual Paulista (UNESP) |
repository.mail.fl_str_mv |
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1799965207238279168 |