Green Human Resource Management Practices in the Hospitality Sector

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RIV/70883521:28160/18:63520650

Výsledek na webu

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DOI - Digital Object Identifier

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Jazyk výsledku

angličtina

Název v původním jazyce

Green Human Resource Management Practices in the Hospitality Sector

Popis výsledku v původním jazyce

Global warming has been becoming one of the main concerns of many governments and organizations, especially companies operating in sectors which cause negative influences on the environment and natural resources, such as manufacturing companies, exploitation companies, and hotels/resorts. Thus, many organizations have emphasized the development of strategies which highlight the green aspects of proactive environmental management. In the hospitality sector, besides marketing and accounting aspects, applying the environmental practices in human resource management has been seen as one of organizations’ main objectives to reduce waste, save costs and enhance the staff’s environmental awareness and green reputation. This paper provides literature about practices of green human resource management (GHRM), which is an integration of the literature of environmental management and human resource management. Also, it clarifies applications of these practices on luxury hotels. Previous studies related to Ability – Motivation – Opportunity (AMO) theory and environmental practices are emphasized to better explain GHRM as well as its roles in peoplemanagement practices, in organizations in general and hotels in particular. To appreciate the applications of GHRM practices in hotels, firstly, the paper summarizes green practices in organizations from articles published in good journals. Then, in order to identify GHRM practices in these hotels, the paper uses qualitative research with the case study method. Four cases are chosen, cases A, B, C, and D. Seven managers and eight employees working in four- and five-star hotels are connected, and the authors use a semi-structured interview for collecting data. However, this study only analyzes and discusses the data of case A. The findings of case A show that there are many environmental practices used in these hotels including developing green abilities (green training), motivating green employees (green performance management and appraisal, green pay and reward systems), and facilitating green opportunities (green employee involvement and green organizational culture). However, practices of just three important components of green training, green employee involvement and green organizational culture are stressed in order to sustainably develop hotel eco-culture.

Název v anglickém jazyce

Green Human Resource Management Practices in the Hospitality Sector

Popis výsledku anglicky

Global warming has been becoming one of the main concerns of many governments and organizations, especially companies operating in sectors which cause negative influences on the environment and natural resources, such as manufacturing companies, exploitation companies, and hotels/resorts. Thus, many organizations have emphasized the development of strategies which highlight the green aspects of proactive environmental management. In the hospitality sector, besides marketing and accounting aspects, applying the environmental practices in human resource management has been seen as one of organizations’ main objectives to reduce waste, save costs and enhance the staff’s environmental awareness and green reputation. This paper provides literature about practices of green human resource management (GHRM), which is an integration of the literature of environmental management and human resource management. Also, it clarifies applications of these practices on luxury hotels. Previous studies related to Ability – Motivation – Opportunity (AMO) theory and environmental practices are emphasized to better explain GHRM as well as its roles in peoplemanagement practices, in organizations in general and hotels in particular. To appreciate the applications of GHRM practices in hotels, firstly, the paper summarizes green practices in organizations from articles published in good journals. Then, in order to identify GHRM practices in these hotels, the paper uses qualitative research with the case study method. Four cases are chosen, cases A, B, C, and D. Seven managers and eight employees working in four- and five-star hotels are connected, and the authors use a semi-structured interview for collecting data. However, this study only analyzes and discusses the data of case A. The findings of case A show that there are many environmental practices used in these hotels including developing green abilities (green training), motivating green employees (green performance management and appraisal, green pay and reward systems), and facilitating green opportunities (green employee involvement and green organizational culture). However, practices of just three important components of green training, green employee involvement and green organizational culture are stressed in order to sustainably develop hotel eco-culture.

Druh

D - Stať ve sborníku

CEP obor

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OECD FORD obor

50204 - Business and management

Projekt

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Návaznosti

S - Specificky vyzkum na vysokych skolach

Rok uplatnění

2018

Kód důvěrnosti údajů

S - Úplné a pravdivé údaje o projektu nepodléhají ochraně podle zvláštních právních předpisů

Název statě ve sborníku

International Conference on Tourism Research 2018

ISBN

978-1-911218-75-3

ISSN

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e-ISSN

neuvedeno

Počet stran výsledku

7

Strana od-do

219-226

Název nakladatele

Academic Conferences and Publishing International Limited

Místo vydání

London

Místo konání akce

Jyväskylä

Datum konání akce

22. 3. 2018

Typ akce podle státní příslušnosti

WRD - Celosvětová akce

Kód UT WoS článku

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