Abstract
Owing to the recent emergence of “green” human resource management (GHRM), there is a research gap around the understanding of GHRM practices and their contribution to organisational performance. By extending the Ability-Motivation-Opportunity theory into the green context, this study aimed to build a conceptual framework for GHRM practices and their benefits in the hotel industry in developing economies in Asia. Adopting the multiple-case design, we examined three 4–5-star hotels. In terms of results, a conceptual framework capturing the relationships between GHRM practices and their benefits was proposed and enriched empirically. This study yielded two new findings: (1) a potential mediating role of employee environmental performance on the relationships between GHRM practices, green human capital, green motivation, and corporate environmental performance; and (2) a potential direct effect of external benefits of GHRM on corporate financial performance. This research also identified differences in GHRM practices and external benefits due to different top management cultures. Finally, this study contributes to the literature on environmental sustainability by investigating GHRM practices and their benefits in 4–5-star hotels in emerging markets, which remains a black box that needs to be explored.
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Pham, N.T., Vo-Thanh, T., Tučková, Z. (2022). Green Human Resource Management in Hotels in Developing Countries: A Practices- and Benefits-Related Conceptual Framework. In: Nguyen, N., Nguyen, H.V., D'Souza, C., Strong, C. (eds) Environmental Sustainability in Emerging Markets. Approaches to Global Sustainability, Markets, and Governance. Springer, Singapore. https://doi.org/10.1007/978-981-19-2408-8_7
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