Investigating barriers to green human resource management implementation at a South African government department
DOI:
https://doi.org/10.26661/2522-1566/2024-4/30-03Keywords:
environmental sustainability, green human resource management, organizational culture, change managementAbstract
The purpose of this study is to identify the barriers faced by Department X, a government body in Gauteng, South Africa, when trying to apply Green Human Resource Management (GHRM) principles. To help businesses become more sustainable and accelerate the transition to a green economy, GHRM combines environmental management with HR initiatives. Design/methodology/approach: With Institutional Theory and the Resource-Based View guiding the study, eight HR experts participated in semi-structured interviews as part of a qualitative approach. These experts were selected from a population of 650 employees through purposeful sampling, which was employed to identify the participants who were most pertinent to the research objectives. Purposeful sampling guarantees that participants have firsthand knowledge or participation in GHRM practices within Department X. Findings: The study finds barriers that include resistance to change, a lack of commitment from leadership, limited resources, and regulatory hurdles. The department's ability to align HR practices with sustainability objectives is hindered by these challenges, which in turn harms environmental efforts. Practical implications: The findings highlight the critical role of effective leadership, efficient distribution of resources, and adherence to regulations in fostering GHRM, increasing resistance to climate change, and enabling development programs targeted towards young people and lead to greater efficiency in the South African public service. Originality/value: This study adds to the existing body of knowledge by highlighting the public sector-specific challenges to GHRM implementation in a developing nation setting, with a focus on the interplay between organisational and institutional dynamics.
JEL Classification: J24, O15
References
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Al-Alawneh, R., Othman, M., & Zaid, A. A. (2024). Green HRM impact on environmental performance in higher education with mediating roles of management support and green culture. International Journal of Organizational Analysis, 32(6), 1141-1164. https://doi.org/10.1108/IJOA-02-2023-3636
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Almahairah, M. S., Mahanta, D., & Uddin, S. R. (2024). Investigating The Impact of Green HRM On Employee Engagement and Job Satisfaction. Educational Administration: Theory and Practice, 30(7), 103-108. https://doi.org/10.53555/kuey.v30i7.6486
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Al-Swidi, A. K., Gelaidan, H. M., & Saleh, R. M. (2021). The joint impact of green human resource management, leadership and organizational culture on employees’ green behaviour and organisational environmental performance. Journal of cleaner production, 316, 128112. https://doi.org/10.1016/j.jclepro.2021.128112
Asadi, S., Amiri, A., Yousefi, H., Samiee, M., & Barjasteh, I. (2020). Resource constraints and sustainability: An empirical study of the influence of resource-based barriers on the adoption of sustainability initiatives. Journal of Cleaner Production, 258, 120778. https://doi.org/10.3390/su14042364
Bartram, T., Cooper, B., Cooke, F. L., & Wang, J. (2023). Thriving in the face of burnout? The effects of wellbeing-oriented HRM on the relationship between workload, burnout, thriving and performance. Employee Relations: The International Journal, 45(5), 1234-1253. https://doi.org/10.1108/ER-06-2022-0273
Bekhit, K. E., El Leithy, W., & Mahmoud, A. (2023). The impact of green human resource management practices on employee retention and environmental sustainability: A conceptual model. Ymer, 22(01), 1004-1034. https://www.researchgate.net/publication/367326510_The_Impact_of_Green_Human_
Resource_Management_Practices_on_Employee_Retention_and_Environmental
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Bhatti, S.H., Saleem, F., Murtaza, G., & Haq, T.U. (2022). Exploring the impact of green human resource management on environmental performance: The roles of perceived organizational support and innovative environmental behavior. International Journal of Manpower, 43(3), 742-762. https://doi.org/10.1108/IJM-05-2020-0215
Bisschoff, C., & Tshivshe, L. (2023). Benefits and challenges of implementing green initiatives at public universities in South Africa. Journal of Economic Development, Environment and People, 12(2), 5. http://dx.doi.org/10.3389/frsus.2023.1237514
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Braun, V., & Clarke, V. (2021). Can I use TA? Should I use TA? Should I not use TA? Comparing reflexive thematic analysis and other pattern‐based qualitative analytic approaches. Counselling and psychotherapy research, 21(1), 37-47. https://doi.org/10.1002/capr.12360
Burbach, R., Lenz, J., & Jooss, S. (2023). Attracting Talent through Sustainability: Leading question: Does sustainability help attract and retain talent? In Critical Questions in Sustainability and Hospitality (pp. 173-184). Routledge. https://arrow.tudublin.ie/tfschhmtbook/53
Chams, N., & García-Blandón, J. (2019). On the importance of sustainable human resource management for the adoption of sustainable development goals. Resources, Conservation and Recycling, 141, 109-122. https://doi.org/10.1016/j.resconrec.2018.10.006
Chaudhary, R. (2020). Green human resource management and employee green behavior: an empirical analysis. Corporate Social Responsibility and Environmental Management, 27(2), 630-641. https://doi.org/10.1002/csr.1827
Diri, T. V., & Elisha, O. D. (2021). Green human resource management: A catalyst for environmental sustainability in Nigeria. Journal of Global Ecology and Environment, 11(3), 9-27. https://ikprress.org/index.php/JOGEE/article/view/6604
Gabriel, K. P., & Aguinis, H. (2022). How to prevent and combat employee burnout and create healthier workplaces during crises and beyond. Business horizons, 65(2), 183-192. https://doi.org/10.1016/j.bushor.2021.02.037
Ghani, B., Mubarik, M. S., & Memon, K. R. (2024). The impact of green HR practices on employee proactive behaviour. The International Journal of Human Resource Management, 35(8), 1403-1448. https://doi.org/10.1080/09585192.2023.2294073
Haddock-Millar, J., & O’Donohue, W. (2021). Green human resource management and talent management. In Contemporary Talent Management (pp. 315-333). Routledge.
Hameed, Z., Khan, I. U., Islam, T., Sheikh, Z., & Naeem, R. M. (2021). Do green HRM practices influence employees’ environmental performance? Journal of Cleaner Production, 289, 125-144. https://doi.org/10.1108/IJM-08-2019-0407
International Monetary Fund. 2024. South Africa: Technical Assistance Report-Report on Macro-relevant Climate Change Statistics Diagnostic Mission (July 17–21, 2023). https://doi.org/10.5089/9798400267338.019
Jamil, S., Zaman, S. I., Kayikci, Y., & Khan, S. A. (2023). The role of green recruitment on organizational sustainability performance: A study within the context of green human resource management. Sustainability, 15(21), 15567. https://doi.org/10.3390/su152115567
Jehan, Y., Hussai, D., Batool, M., & Imran, M. (2020). Effect of green human resource management practices on environmental sustainability. International Journal of Human Capital in Urban Management, 5(2), 153-164. https://doi.org/10.22034/IJHCUM.2020.02.06
Khine, M. M., & Langkulsen, U. (2023). The implications of climate change on health among vulnerable populations in South Africa: a systematic review. International Journal of Environmental Research and Public Health, 20(4), 3425. https://doi.org/10.3390/ijerph20043425
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Malik, P., Garg, P., & Singhal, R. (2021). Green HRM: An empirical study of the impact of green human resource practices on employee green behaviour in the Indian manufacturing sector. Journal of Cleaner Production, 286, 125-175. https://doi.org/10.3390/su12083228
Malik, S. Y., Cao, Y., Mughal, Y. H., Kundi, G. M., Mughal, M. H., & Ramayah, T. (2020). Pathways towards sustainability in organizations: Empirical evidence on the role of green human resource management practices and green intellectual capital. Sustainability, 12(8), 3228. https://doi.org/10.3390/su12083228
Mankgele, K., Mmakola, S., & Chidi, M. M. (2023). Green human resource management and environmental performance of hotels in South Africa: mediating and moderating role of environmental concern and green human capital. International Journal of Research in Business and Social Science (2147-4478), 12(8), 180-187. https://doi.org/10.20525/ijrbs.v12i8.2942
Matejun, M., Matusiak, B. E., & Różańska-Bińczyk, I. (2024). Employee Readiness for GHRM and Its Individual Antecedents: Instrumental and Change-Based Approach. Sustainability, 16(11), 4776. https://doi.org/10.3390/su16114776
Molewa, S. M., & Maluka, H. R. (2020). The perceptions of green HRM practices at a selected rural institution of higher learning. 5th International Conference on Public Administration and Development Alternatives (IPADA). University of Limpopo. http://hdl.handle.net/10386/3238
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Muisyo, P. K., Qin, S., Ho, T. H., & Julius, M. M. (2022). The effect of green HRM practices on green competitive advantage of manufacturing firms. Journal of Manufacturing Technology Management, 33(1), 22-40. http://dx.doi.org/10.1108/JMTM-10-2020-0388
Nayak, B., Bhattacharyya, S. S., & Krishnamoorthy, B. (2023). Integrating the dialectic perspectives of resource-based view and industrial organization theory for competitive advantage–a review and research agenda. Journal of Business & Industrial Marketing, 38(3), 656-679. https://doi.org/10.1108/JBIM-06-2021-0306
Obeidat, S. M., Abdalla, S., & Al Bakri, A. A. K. (2023). Integrating green human resource management and circular economy to enhance sustainable performance: an empirical study from the Qatari service sector. Employee Relations: The International Journal, 45(2), 535-563. http://dx.doi.org/10.1108/ER-01-2022-0041
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Published
2024-12-20
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Management
How to Cite
Nyika, F., Nkosi-Mahla, P.N.N. and Akbar, K. (2024) “Investigating barriers to green human resource management implementation at a South African government department”, Management and Entrepreneurship: Trends of Development, 4(30), pp. 34–48. doi:10.26661/2522-1566/2024-4/30-03.
