The Impact of Green Human Resource Management on Green IT Attitudes and Beliefs in the Information Technology Sector
Creators: name: Arora, Ishta
Publisher: name: Torrens University Australia
Year: 2024
Subjects: classificationCode: 350503
subject: Human resources management

description: In today’s world businesses are increasingly shifting their focus towards friendly and sustainable practices. This shift is mainly in response to growing concerns about global warming, climate change and the overall degradation of our environment. It is now more crucial than ever for companies worldwide to prioritise sustainability as an essential criterion in their operations. One industry worth highlighting is the information technology (IT) sector. While it has posed challenges such as the level of greenhouse gas emissions, there is no denying that IT also holds potential in leading the way for introducing and promoting sustainable practices. This can be achieved through changes in system designs and various processes. Given this context, this research delves into the role of Green Human Resource Management (GHRM) and its impact on Green IT Attitudes (GITA) within the expansive IT industry. The objective of this study is to establish a connection and bridge the gap, between these distinct areas; Green HRM and the attitudes/beliefs surrounding Green IT.This study aims to emphasise and draw attention to the impact of implementing human resource management (HRM) practices on shaping the environmental perspectives of individuals working in the IT industry. The rationale is conceptualised in Belief Action Outcome theory which states that attitudes and beliefs are precursors and determinants of behaviour and actions. To conduct this research a quantitative approach was chosen, specifically employing a sectional strategy. The data collection method involved a designed questionnaire that incorporated scales. A sample size of 112 participants was calculated using G*Power software v.3.1.9.4 and the responses were assessed using a five-point Likert scale system. Following data collection, the information was thoroughly analysed using the Statistical Package for Social Sciences (SPSS 28.0.1) with attention given to both statistics and comprehensive descriptive analysis. Moreover, the insightful findings obtained from regression analysis clearly indicate that Green HRM has an encouraging influence on employees’ attitudes towards Green IT and their corresponding beliefs regarding it. However, it is important to note that these established relationships can be described as modest. These outcomes shed light on the significant role played by Green HRM in shaping and influencing perceptions and beliefs relating to Green IT. Lastly, this study’s conclusions and implications emphasise the necessity for companies operating within the IT sector to actively and wholeheartedly embrace Green HRM practices. These findings underscore the practical importance of integrating GHRM practices to enhance workplace eco-consciousness and drive meaningful participation in Green IT initiatives, aligning organisational culture with broader sustainability objectives. This is crucial because it plays a role, in ensuring that the human resources are well aligned with sustainability goals. This research study aims to make a contribution to our understanding of the factors that can impact employees’ green perspectives and beliefs. It is clear that further exploration and investigation into the factors that influence the relationship between HRM, and sustainability would be a direction, for future research.