This series is intended to promote discussion and to provide information about work in progress. The views expressed are those of the authors and should notbe quoted without permission. DISCUSSION PAPER SERIES
A review, process model, and research agenda
*Dr. Douglas Renwick, University of Sheffield Management School Professor Tom Redman, University of Durham Business School Dr. Stuart Maguire, University of Sheffield Management School Discussion Paper No 2008.01 April 2008
*Address for correspondence:
Dr. Douglas Renwick
Lecturer in HRM
University of Sheffield Management School 9 Mappin Street
Sheffield, S1 4DT.
Tel: 0114 222 3435.
Copies of discussion papers can be obtained by contacting the address below Mandy Robertson
University of Sheffield Management School 9 Mappin Street, Sheffield, S1 4DT Tel: + 44 (0) 114 222 3380 Email: M.Robertson @sheffield.ac.uk
Details of contributors:
Dr. Douglas Renwick, Lecturer in HRM, Management School, University of Sheffield, 9 Mappin Street, Sheffield, S1 4DT. Tel: 0114 222 3435. Email: firstname.lastname@example.org Professor Tom Redman, Professor of HRM, Business School, University of Durham, Mill Hill Lane, Durham City, DH1 3LB. Tel: 0191 334 5496. Email: Tom.Redman@durham.ac.uk Dr. Stuart Maguire, Lecturer in Management, Management School, University of Sheffield, U.K. (address as above). Tel: 0114 222 3440. Email: email@example.com Biographical information on authors:
Doug’s research interests include HR-line work relations, involving line managers in HRM, and Green HRM. Tom’s research interests include union commitment, performance appraisal, and age discrimination. Stuart’s research interests include systems analysis, evaluating the use of technology in management, and ERP. *Address for Correspondence: To Dr. Douglas Renwick, as per details above. Key words: Environmental management, human resource management, sustainability, corporate governance. ￼￼￼
Green HRM: A review, process model, and research agenda Summary There is a growing need for the integration of environmental management into Human Resource Management (HRM) – Green HRM – research practice. A review of the literature shows that a broad process frame of reference for Green HRM has yet to emerge. A concise categorisation is needed in this field to help academics, researchers and practitioners, with enough studies in existence to guide such modelling. This article takes a new and integrated view of the literature in Green HRM, using it to classify the literature on the basis of entry-to-exit processes in HRM (from recruitment to exit), revealing the role that HR processes play in translating Green HR policy into practice. The contribution of this article lies in drawing together the extant literature in this area, mapping the terrain in this field, and in proposing a new process model and research agenda in Green HRM. 1
Green HRM: A review, process model, and research agenda Introduction After a wealth of research into green marketing (Peattie, 1992), accounting (Owen, 1992), and management (McDonagh and Prothero, 1997), gaps still exist in the Human Resource Management (HRM) literature on the HR aspects of environmental management - Green HRM. Such gaps include an informative guide on the emergent literature, its scope and coverage, and a process model and research agenda in this field. The contribution of this article is threefold: (1) to examine and draw together the HR aspects of environmental management and map the terrain in this field, (2) to detail a model of the HR processes involved in Green HRM, and (3), to propose a research agenda to guide future research in the field of Green HRM. We proceed first, by reviewing the literature on the HR aspects of environmental management, second, by discussing the issues arising from the review of these literatures, third, in proposing a process model of HR issues involved in Green HRM, and fourth, by...
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