Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/338753 
Year of Publication: 
2024
Citation: 
[Journal:] Businesses [ISSN:] 2673-7116 [Volume:] 4 [Issue:] 3 [Year:] 2024 [Pages:] 411-425
Publisher: 
MDPI, Basel
Abstract: 
Green human resource management (GHRM) has become an indispensable strategy in green management. As the first step of GHRM, green recruitment and selection (GRS) has been emphasised as the important and probably the only practice to help the firm obtain green human capital directly. However, research has shown that not many firms implement GRS in practice, and there is a lack of studies exploring the barriers to GRS. This study fills this gap by examining the barriers to GRS across different industries in China. It adopted a qualitative and inductive approach, which is relatively rare in the GHRM field. Based on interviews with senior managers, a number of barriers were revealed in relation to the two components of GRS: paperless recruitment and green candidates. More specifically, two new factors that have not been reported in the existing literature were identified: the alignment between the job profile, green practices, and profit orientation. These two factors have both theoretical and practical implications.
Subjects: 
green human resource management
green recruitment and selection
barriers to GHRM
green human capital
paperless recruitment
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by Logo
Document Type: 
Article
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