Influence of Green Human Resource Management Factors on The Job Pursuit Intentions of Undergraduates

The purpose of this research is to analyse the influence of Green Human Resource Management (GHRM) practices on undergraduate Business field students’ intention in pursuing jobs that adopt such practices. These are Green Job Positions and Descriptions (GJPD), Green Recruitment and Selection (GRS), G...

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Main Author:	Fernandez, Diane Christine
Format:	Thesis
Published:	2021
Subjects:	HF5549-5549.5 Personnel management Employment management
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id	my-mmu-ep.11422
record_format	uketd_dc
spelling	my-mmu-ep.114222023-05-22T07:26:11Z Influence of Green Human Resource Management Factors on The Job Pursuit Intentions of Undergraduates 2021-09 Fernandez, Diane Christine HF5549-5549.5 Personnel management. Employment management The purpose of this research is to analyse the influence of Green Human Resource Management (GHRM) practices on undergraduate Business field students’ intention in pursuing jobs that adopt such practices. These are Green Job Positions and Descriptions (GJPD), Green Recruitment and Selection (GRS), Green Training and Development (GTD), Green Performance Management (GPM), Green Pay and Rewards (GPR), and Green Employee Relations (GER). Two mediators; Employers’ Attractiveness (EA) and Employers’ Prestige (EP) are tested on the aforementioned relationships. The research addresses the Signalling theory by Michael Spence and Social Identity theory by Henri Tajfel as a foundation. The AMO theory propounds explanations on the dimensions of GHRM. Prior conceptual and empirical studies are illuminated. A quantitative approach is employed and the unit of analysis comprises Business fields undergraduate students from the private Higher Education Institutions in Malaysia. Questionnaires are disseminated via Google Form and a total of 216 responses are collected. SPSS and SmartPLS are utilised for analysis. The study presented frequency, mean and standard deviation analyses, multivariate normality, and common method bias. The measurement model (loadings, composite reliability, convergent validity, and discriminant validity) and structural model (collinearity (VIF), R2 value, Q2 value, PLS Predict and bootstrapping outcomes (direct and indirect effects)) are depicted. Despite none of the direct relationships between the independent variables and dependent variable are supported, some of the direct effects between the independent variables and mediators are supported, and also the direct effects between the mediators and dependent variables are supported. This presents the importance of the mediators as EA mediates the relationship between GPM, GER on JPI. Moreover, the results showed that EP mediates the relationship between GRS, GER on JPI. The study provided theoretical and practical implications and suggestions for future studies. This empirical study advances the body of literature in GHRM which is at its nascent stage. These findings can encourage practitioners to invest in developing green abilities such as GRS, motivating green employees such as GPM and lastly, providing green opportunities such as GER which can enrich the organisations’ attractiveness and prestige level and consequently lead to the applicants’ JPI in such organisations. 2021-09 Thesis http://shdl.mmu.edu.my/11422/ http://erep.mmu.edu.my/ masters Multimedia University Faculty of Business (FOB) EREP ID: 9900
institution	Multimedia University
collection	MMU Institutional Repository
topic	HF5549-5549.5 Personnel management Employment management
spellingShingle	HF5549-5549.5 Personnel management Employment management Fernandez, Diane Christine Influence of Green Human Resource Management Factors on The Job Pursuit Intentions of Undergraduates
description	The purpose of this research is to analyse the influence of Green Human Resource Management (GHRM) practices on undergraduate Business field students’ intention in pursuing jobs that adopt such practices. These are Green Job Positions and Descriptions (GJPD), Green Recruitment and Selection (GRS), Green Training and Development (GTD), Green Performance Management (GPM), Green Pay and Rewards (GPR), and Green Employee Relations (GER). Two mediators; Employers’ Attractiveness (EA) and Employers’ Prestige (EP) are tested on the aforementioned relationships. The research addresses the Signalling theory by Michael Spence and Social Identity theory by Henri Tajfel as a foundation. The AMO theory propounds explanations on the dimensions of GHRM. Prior conceptual and empirical studies are illuminated. A quantitative approach is employed and the unit of analysis comprises Business fields undergraduate students from the private Higher Education Institutions in Malaysia. Questionnaires are disseminated via Google Form and a total of 216 responses are collected. SPSS and SmartPLS are utilised for analysis. The study presented frequency, mean and standard deviation analyses, multivariate normality, and common method bias. The measurement model (loadings, composite reliability, convergent validity, and discriminant validity) and structural model (collinearity (VIF), R2 value, Q2 value, PLS Predict and bootstrapping outcomes (direct and indirect effects)) are depicted. Despite none of the direct relationships between the independent variables and dependent variable are supported, some of the direct effects between the independent variables and mediators are supported, and also the direct effects between the mediators and dependent variables are supported. This presents the importance of the mediators as EA mediates the relationship between GPM, GER on JPI. Moreover, the results showed that EP mediates the relationship between GRS, GER on JPI. The study provided theoretical and practical implications and suggestions for future studies. This empirical study advances the body of literature in GHRM which is at its nascent stage. These findings can encourage practitioners to invest in developing green abilities such as GRS, motivating green employees such as GPM and lastly, providing green opportunities such as GER which can enrich the organisations’ attractiveness and prestige level and consequently lead to the applicants’ JPI in such organisations.
format	Thesis
qualification_level	Master's degree
author	Fernandez, Diane Christine
author_facet	Fernandez, Diane Christine
author_sort	Fernandez, Diane Christine
title	Influence of Green Human Resource Management Factors on The Job Pursuit Intentions of Undergraduates
title_short	Influence of Green Human Resource Management Factors on The Job Pursuit Intentions of Undergraduates
title_full	Influence of Green Human Resource Management Factors on The Job Pursuit Intentions of Undergraduates
title_fullStr	Influence of Green Human Resource Management Factors on The Job Pursuit Intentions of Undergraduates
title_full_unstemmed	Influence of Green Human Resource Management Factors on The Job Pursuit Intentions of Undergraduates
title_sort	influence of green human resource management factors on the job pursuit intentions of undergraduates
granting_institution	Multimedia University
granting_department	Faculty of Business (FOB)
publishDate	2021
_version_	1776101404815917056

Influence of Green Human Resource Management Factors on The Job Pursuit Intentions of Undergraduates

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