Greening the Workplace

The Indian IT industry, an important contributor to global GDP, is recognized for its low-cost and high quality performance. Additionally, ethical performance is an imperative, to compete in today's world. This study attempts to investigate the effectiveness of the present state of ethics training in the Indian IT sector. First, we have conceptualized a theoretical framework, the Perception of Ethics Training in Employees and Organisations (PETINEO), to underline the importance of the perception toward ethics with respect to individual ideologies and organizational values. Second, we have studied the statistical relationships among various components of this model. Third, under the rubric of PETINEO, we have examined the effectiveness of ethics training programs for Indian IT companies. Our results suggest that the combination of formal and informal approaches to ethics training has stronger impact on ethical decision-making than the use of any one of them in isolation.

This research paper’s objective is to facilitate the researches, academicians and marketing and HR practitioners gain insights on the corporate image building concept in the context of HR practices and to provide research opportunities in the area of corporate image building in Indian IT sector. Adopting the inductive and conceptual theory building approach with a qualitative research method for data collection and data analysis has been used. Data was collected from hundred respondents specifically professionals from IT companies, namely HCL, Infosys, IBM, Wipro, TCS and Accenture. In this research, IT company-specific conceptual perspective have been integrated and extracted to formulate a conceptual framework that includes three main variables (1) employer branding (2) corporate social responsibility (3) corporate social performance and results indicates that these variables play a significant role in corporate image building in Indian IT companies. Also, this research provides and suggests innovative measures for corporate image building through HR practices in Indian IT sector.

This study examines the relationship between green human resource management (GHRM) practices and sustainable performance (SP) of manufacturing SMEs in Saudi Arabia, with a particular focus on the mediating role of green work engagement (GWE). Drawing on the resource-based View (RBV) and social exchange theory (SET), the study positions GHRM as a strategic driver of sustainability by fostering employee engagement in environmentally responsible practices. Data were collected from 201 manufacturing SMEs and analyzed using structural equation modeling via SmartPLS. The findings indicate that GHRM positively influences SP, both directly and indirectly, through GWE, which serves as a partial mediator. These results underscore the critical role of an engaged workforce in translating green HRM policies into meaningful sustainability outcomes. By extending the discourse on GHRM within the context of SMEs in an emerging economy, this study contributes to the literature on sustainable management practices and provides actionable insights for business leaders and policymakers. It highlights the necessity of integrating green HR strategies with national sustainability initiatives, particularly within the framework of Saudi Arabia’s Vision 2030, to enhance organizational resilience and environmental responsibility.

The growing environmental issues, pressure from interested parties, and regulatory requirements have pushed organizations to adopt sustainable business practices. In this understanding, Green Human Resource Management (GHRM) has become a strategic framework that includes environmental management principles in human resource policies and practices. This paper explores how GHRM can improve organizational sustainability outcomes, with particular reference to the ecological, economic, and social aspects of sustainability. Based on the available literature and other theoretical orientations, such as the Resource-Based View, Stakeholder Theory, and Social Exchange Theory, this study will examine the roles of green recruitment and selection, green training and development, green performance management, green rewards, and employee engagement in enhancing sustainable organizational performance. The results highlight the processes by which GHRM affects employees' green behaviours, organizational culture, and sustainability goals. Empirical studies have shown that organisations that followed extensive GHRM practices recorded better environmental performance, cost efficiency, management, and reputation. However, the implementation of GHRM faces several difficulties, including a lack of managerial commitment, resistance to change, and challenges in quantifying sustainability outcomes. The study is part of the growing body of research in sustainable human resource management because it offers comprehensive insight into the relationship between organizational sustainability performance and GHRM practices. The results present useful theoretical knowledge and practical implications for managers, HR experts, and policymakers aiming to integrate sustainability into organizational strategy.

Sustainability and green practices are in the frontline of issues organizations globally are concerned about because of the consequences of climate change and its challenges. The objective and key question of this study was to determine whether there is a relationship between knowledge of green human resource management (HRM) practices and its implementation within the organizations. The study followed a methodology of triangulated empirical research approach with a combined method of qualitative and quantitative research approaches. Human resource practitioners from human resource divisions in higher education institutions in KwaZulu-Natal, South Africa, formed the population surveyed. Interview schedule and questionnaires were instruments used in data collection. Thematic analysis was used to analyze data collected from interviews. Statistical Package for Social Sciences (SPSS) version 24 was used to analyze quantitative data collected. About half of HR practitioners indicated minimal awareness of the concept ‘green HRM’, but reflected moderate knowledge and understanding of green HRM activities. Overall, the findings revealed a moderate application of green HRM principles in HRM activities in the institutions. There was no policy framework in the form of green HRM policies to drive green activities within the HR divisions and institutionally. Findings also revealed that there is a relationship between knowledge of green HRM activities and its implementation within the organization. Also, a strong correlation was found to exist between green HRM policies and implementation of green HRM activities in the organization. This then led the researcher to recommend that organizations who aspire to go green, be resource efficient and sustainable will need to have green HRM policies in place, they will also need to ensure that training and awareness workshops on green HRM are conducted to skill and equip all stakeholders involved.

Utilizing the framework of the theory of planned behavior, a new model has been extracted and validated empirically to explore the role of green human resource management (GHRM) practices in the attainment of the sustainable development goals (SDGs) among textile manufacturing firms. Therefore, this research study is the first attempt to empirically investigate the impact of green skills and employee green attitudes that may proffer a better explanation of the nature of the relationship between GHRM and the SDGs, proposing an inclusive re`search model on the effect of GHRM on the SDGs in the hi-tech manufacturing industry. Questionnaires were distributed to 465 textile firms; however, of those returned, only 197 surveys completed in all respects were used for further empirical investigation. PLS-SEM was used to analyze the data to assess the validity and reliability of the instrument. The outcomes of the study affirmed the theoretical model according to which GHRM has a positive association with employee green attitudes, employee skills, decent work, and sustainable consumption and production behavior. Employee green attitudes and decent work had a positive effect on sustainable consumption and production behavior. It is also beneficial to identify significant moderators to explain the processes and circumstances through which the attitudes of employees are transformed into the desired behaviors. Therefore, individual green values were taken as moderators in the study to assess how they impacted the relationship between GHRM and employee green attitudes, as well as that between employee green attitudes and sustainable consumption and production behavior. The results also revealed that an employee’s green attitude acted as a partial mediator between GHRM and decent work. Moreover, employee green attitudes and employee skills fully mediated between GHRM and sustainable consumption and production behavior.

PurposeBuilding on the social exchange theory (SET), this study aims to propose a model of the effects of green human resource management on employee in-role, extra-role and green innovative work behavior (GIWB). This study proposes, building on both the job demands-resources model and SET, that the aforementioned links can be explained through the mediating role of green work engagement (GWE).Design/methodology/approachData were collected from employees (n. 208) working in Palestinian higher education organizations using a self-administered questionnaire. The partial least squares-structural equation modeling was the primary statistical technique adopted to examine the study’s hypotheses.FindingsThe results suggest that green human resources management (GHRM) was a significant predictor of employee in-role green behavior, extra-role green behavior and GIWB. Furthermore, GWE demonstrated to be a significant intervening mechanism to explain the above-mentioned relationships.Practical implicationsThe results provide useful insights for higher education policymakers on how GHRM may positively contribute to employee green outcomes.Originality/valueThis paper is novel for several reasons. First, it contributes to the general literature of GHRM. Second, it contributes to the limited body of knowledge on GHRM in the context of higher education. Third, the distinct contribution of this study is the introduction of GIWB as an outcome of GHRM, and GWE as a mediating variable in the relationship between GHRM and employee green behaviors.

The current study aims to analyze the financial performance of the selected IT companies of ‎India-TCS, Infosys, Wipro, HCL Technologies, and Tech Mahindra under ratio analysis and ‎trend analysis during 2019-2023. An assessment was made using key financial ratios, including ‎profitability, liquidity, and solvency metrics, in order to gauge the financial stability and ‎efficiency of the firms. You are trained on the September 2023 data.‎ No significant differences in Return on Industry (ROE) among the firms were indicated as ‎statistically significant in the ANOVA test. The regression insights suggested that whereas Net ‎Profit Margin is a strong predictor of ROE, Return on Assets (ROA) has an insignificant impact, ‎reaffirming the asset-light model for IT. According to the study, improving profitability through ‎effective cost control and revenue diversification is important for maintaining shareholder value.‎ In conclusion, the results indicate that with the support of cost-effective operational strategies ‎and steady demand for IT services, Indian IT firms are relatively more financially resilient. ‎According to the research, strategies for maintaining long-term financial stability should centre ‎around cost control, innovation, and sustainable revenue models‎.

This paper talks about the increasingly complex landscape in which IT companies are operating and the need to incorporate flexibility in its operations in order to build a sustainable competitive advantage. It also discussed how IT companies should adapt to the varying and ever-changing market dynamics and incorporate necessary changes to their business components and processes in order to keep pace with the fluctuating changes. The authors describe the challenges faced by these organizations, innovations implemented by various companies, their outcomes and finally offer recommendations by which Indian IT companies can effectively leverage flexibility to build a sustainable value proposition across its products, processes and people.

The urgency of climate change and environmental degradation has placed sustainability at the top of global policy, research, and industry agendas. Of the many routes organizations can take to approach this issue, placing true efficiency in embedding environmental values into recruitment, training, employee engagement, and performance appraisal mechanisms has become an important aspect through Green Human Resource Management (GHRM). In conventional HR models that heavily emphasize productivity and profitability, GHRM develops working forces with ecological objectives by turning employees into conscious collaborators in developing environmental responsibility. The growing immediacy of integrating sustainability in high-impact industries of developing economies inspires this study with a particular focus on the service sector, like airlines in Pakistan. The aviation industry negatively contributes to the global CO² emissions, leading to global warming and ozone layer thinning. GHRM practices can be adopted to reduce carbon footprints, support corporate social responsibility (CSR), and promote corporate environmental responsibility (CER). However, much of the existing research on aviation management remains focused on customer loyalty, operational efficiency, and financial performance, leaving a notable gap in research that links human resource strategies to environmental outcomes. Using contemporary literature and other global initiatives, for example, the Paris Agreement, this paper discusses how GHRM can be both strategic and operational in sustaining the transport, hospitality, tourism, and aviation sectors of Pakistan. Further, it also discusses awareness at what level (micro-level or individual level), through employee selection, training, and performance management systems, is attained when these systems are designed or implemented through a green lens. Behavioral change-informing behavior changes to achieve long-term environmental objectives addresses organizational constraints of cost implications of low awareness, and a tendency toward greenwashing, inhibiting its proper implementation. This research seeks to make a theoretical contribution by widening the discussion of GHRM in the context of developing economies, besides making an actual contribution through implementable recommendations for HR practitioners, policymakers, and industry stakeholders. Hence, it brings out that GHRM is not a supplementary strategy but rather a core approach through which productivity and environmental responsibility can be institutionalized within the same framework, supporting the larger global mission of climate change and a sustainable future.

PurposeThe purpose of our study was two-fold: (1) to examine the effect of perceived value derived from perceived benefits and sacrifices in the adoption of artificial intelligence (AI) in talent acquisition and (2) to investigate the moderating role of human resource (HR) readiness in the association between perceived value and AI adoption intention.Design/methodology/approachA structured questionnaire was administered to 198 talent acquisition executives and HR professionals of Indian IT companies based on a purposive sampling technique. Partial least squares structural equation modeling (PLS-SEM) was used on the Smart PLS 2.0 platform to analyse the data and test the model.FindingsResults revealed that perceived benefits and sacrifices significantly predict perceived value which significantly affects the HR professional’s AI adoption intention. The study further found that HR readiness moderates the link between perceived value and the intention of HR professionals to adopt AI in the talent acquisition process in the Indian IT industry.Practical implicationsIT companies are advised to continuously monitor and evaluate the performance of AI tools to ensure that they are meeting the recruitment process needs to leverage AI’s benefits in talent acquisition. This study seeks to provide the impetus for a planned AI adoption in talent acquisition.Originality/valueThis research provides ample evidence for the existing technology adoption theories. It explored the predictors of adoption by validating the value-based adoption model in the Indian context. It provides valuable insights into the practice of acquiring talents in the IT sector using artificial intelligence.

Green employee empowerment: The missing linchpin between green HRM and sustainable organizational performance

L&T InfoTech is one of the fastest growing Information Technology companies in India. Founded in 1997, as an Indian IT company, L&T InfoTech has it's headquarters at Mumbai, Maharashtra and is owned by Larsen & Toubro. L&T InfoTech offers its services to various industries like Banking and financial services, Communication and media technology, Insurance, Manufacturing, Retail, Hi-tech, Consumer Goods & Distribution, Energy Resources & Utilities, Life Science & Health Care, Public Services, Travel, Transportation, and Hospitality. L&T InfoTech is an Information Technology service provider offering business solutions with latest innovative ideas and technology to needy customers around the world. L&T is one of the top 10 listed companies in India. This paper throws light on various aspects which made L&T InfoTech a unique company with its innovative service offers through its slogan ‘Welcome to Possible’ to various industries and industry sectors. This case study paper also discusses the strategy of L&T InfoTech while providing services for different sectors like Banking, Insurance, Energy and Utilities, CPG & Retail, Hi-tech, Life Science and Healthcare, Media and Entertainment, and Manufacturing. In this case study, we have analysed the operational strategy, business strategy, financial stability, marketing mix, competitors, training, and recruitment strategy of the company briefly using Theory A. We have also studied the CSR procedure of the company and analyzed its strategies using SWOT framework as research case study

The term "corporate governance" has recently gained popularity in the business world. It is regarded as a moral obligation. It entails promoting adherence to the law in letter and spirit and illustrating ethical behavior. Corporate governance is a critical procedure that influences an organization's financial performance. The main aim of this paper is to investigate the impact of corporate governance on the financial performance of the leading IT sector companies in India. For this purpose five leading IT sector companies (on the basis of market share) have been selected namely TCS, Wipro, Infosys, HCL Tech and Tech Mahindra. The present study is based on Secondary Data. Data of five years (from 2018-19 to 2022-23) have been analyzed through panel data regression. In this study, ROA and ROE are taken as performance indicators and Board Size, Board Composition, CEO Duality, Promoter’s Holding, Size and Age have been selected as independent variables. The outcome of regression analysis showed that only promoters holding and Size have significant positive influence on the ROA and ROE whereas, Age is having significant negative impact on them. Further, it is also concluded that corporate governance variables such as board size, board composition and duality have no significant impact on the performance of the leading IT companies in India.

Growing concern for the global environment and the adoption of international environmental protection principles have created a need for businesses to implement environmental policies and programs. GHRM means environmental friendly Human Resource Management (HRM) activities such as video recruiting, protection of electronic archives, online interview and application filling environmental training and green initiative-based incentive etc. The main motive of the study is to find out the potential contribution of Human Resource Management field for increasing environmental sustainability by using Green Human Resource Management (GHRM) concept at organization in Sri Lankan context. This study also helps to examine the available GHRM practices in the organization, perception regarding green human resource practices and related constraints as identified by HR professionals of the organization. A survey was conducted to collect data from the respondents of 35 employees by pre-structured questionnaire and informal interviews. The simple random sampling method was used. Data were analyzed using descriptive and inferential statistics methods. The major findings of the study are significant positive willingness towards all the proposed GHRM initiatives, more than 50% of HR professionals are moderately implemented at least one GHRM initiative, existing rules and regulations is the highest constraints as identified by the HR professionals. In order to achieve sustainability, incorporation of GHRM practices for Brandix group of companies is a prerequisite and company to focus this in their action plan and Flexible rules and regulations have to be followed to motivate HR professionals to practice GHRM practices within the organization.
 Keywords: Apparel sector, Environmental sustainability, Green human resource management, GHRM practices, HR professionals.