Recent study in the area of environmental management suggests that enhancing environmental performance is dependent on employee behavior. Nevertheless, there is a limited amount of study investigating the correlation between human resource management and environmental performance. The examination of the collective influence of green human resources management and green innovation on environmental performance has been neglected. The aim of this study is to investigate the relationship between environmental performance and a green high-performance work system (GPWS), specifically focusing on the influence of green ambidexterity and mediating elements such as social, environmental, and corporate governance issues. The next book will advocate for the use of GHPWS (Green Human Resource Practices and Work Systems) and ESG approaches to promote the cultivation of green ambidexterity, leading to enhanced environmental performance. Moreover, this book will provide valuable insights into Green Human Resource Management (GHRM), Environmental, Social, and Governance (ESG) practices, and the current research on green ambidexterity. Moreover, it will have practical uses for both academics and corporate executives alike.
About the research community, the current book will try to indicate that GHPWS acts as a precursor to the development of green ambidexterity, which is in line with the Ability-motivation-opportunity paradigm. This book makes a valuable contribution to the academic area of green innovation by showing that hotels may improve their potential to achieve both environmental sustainability and economic success by using Green Human Resource Practices and Work Systems (GHPWS). Sustainable innovations demonstrate significant levels of novelty and unpredictability. To do this, it is crucial to incorporate environmentally aware human resource practices, such as training, recruiting, and performance assessment, with state-of-the-art methodologies. Several studies have investigated the relationship between environmentally friendly practices and ecological effectiveness. The results of this study indicate that implementing a green human resource management bundle, which consists of a set of coordinated organizational practices, has a beneficial impact on green ambidexterity at a systemic level. This research enhances the existing information on the determinants of green innovation by providing a thorough examination of the precursors to the development of green high-performance water systems (GHPWS). The antecedents include several factors, such as environmental ethics, environmental regulation, green suppliers, quality management, and absorptive capacity.
The present corpus of research has mostly neglected the topic of green organizational ambidexterity. To enhance their performance in existing eco-conscious marketplaces and foster future eco-conscious advancements, businesses need to formulate strategies that are in line with the notion of organizational ambidexterity. This topic has undergone thorough discussion within academic circles. This article adds to the current discussion on the connection between green organizational ambidexterity and the adoption of green high-performance work systems. The findings suggest that organizations that use a variety of environmentally friendly human resource practices together build a Green Human Resource Practice Work System (GHPWS). This approach improves the flexibility of the resources needed to achieve both environmental sustainability and operational agility, which is also associated with environmental efficiency. The distinguishing feature of GHPWS is its ability to differentiate itself from other process management systems that promote efficiency and stability to take advantage of present market opportunities but hinder environmentally aware organizational innovation. Therefore, this book suggests the advantages of integrating environmentally conscious HR practices in a proactive manner. Organizations that use more rigorous techniques for green human resource management may see a boost in productivity and showcase the required discipline to foster more sophisticated green organizational innovations. This illustrates the importance of integrating green HR systems into an organizational framework and highlights its role as the main catalyst for attaining green ambidexterity.
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Moreover, this study adds to the existing, although limited, collection of literature on the influence of green ambidexterity on the environmental performance of businesses. Prior research has established a consensus that green innovation has a significant influence on environmental performance. The research illustrates that effectively managing and combining both exploitative and exploratory activities in a sustainable way leads to improved environmental performance. The study provides an academic contribution by confirming two important discoveries: firstly, that innovation does indeed improve environmental performance; and secondly, that the cultivation and promotion of green capabilities are essential not only in the manufacturing sector but also in the hotel industry. Therefore, it is recommended for service-oriented businesses, like hotels, to actively promote the implementation of a cohesive and comprehensive strategy for environmental sustainability in their operations, also known as green ambidexterity. This involves giving priority to the advancement, incorporation, and adjustment of both internal and external resources to produce ecologically sustainable goods, services, or processes that are both innovative and effective.
On the other hand, leadership and management may use green innovation to enhance environmental performance and achieve a competitive edge in the market by applying the guidelines specified in our book. Adopting green HRM practices is essential for attracting, developing, and keeping personnel who have environmentally sensitive attitudes and values. This is done to support a company's objective of gaining a competitive advantage by implementing eco-friendly processes, goods, and services. Moreover, firms should provide resources to support green HRM and see it as a strategic advantage in order to effectively use people' abilities in managing roles. Hence, to promote and sustain the development of environmentally friendly procedures and products, we suggest that senior executives incorporate environmental management goals into green human resource management policies and practices, as outlined in our book.
As a result, the current book is intended to be used from both academic and business community.