Please use this identifier to cite or link to this item: http://hdl.handle.net/10603/286993
Title: Green HRM and Work Life
Researcher: Bangwal Deepak
Guide(s): Prakash Tiwari
Keywords: Social Sciences,Economics and Business,Management
University: DIT University
Completed Date: 2018
Abstract: Recent years the organizations have become more awake of the vital role played by the newlinegreen initiatives. This study seeks to examine how Green Human Resource Management newlinecontributes to the formation of employee job satisfaction (JST) and organization newlinecommitment (OCM) through employee work-life. Based on a comprehensive literature newlinereview on Green HRM, work-life, job satisfaction and organization commitment, a newlinetheoretical model was proposed for investigation. Six putative paths linking Green HRM newline(GHRM) to Job satisfaction (JST), Job satisfaction (JST) to Organization Commitment newline(OCM), Green HRM (GHRM) to Working-Life (WLF), Green HRM (GHRM) to newlinePrivate-Life (PLF), Working-Life (WLF) to Job satisfaction (JST) and Private-Life newline(WLF) to Job satisfaction (JST) were then tested. In which direct and indirect effect of newlinegreen HRM (GHRM) on job satisfaction (JST) and organization commitment (OCM) newlinewere tested relying on a survey data of 322 employees collected from LEED certified newlinecompanies uses structural equation modeling (SEM) methodology as prescribed by Hair newlineet al., (1998). newline8 newlineSignificant evidences were witnessed in support of GHRM, work-life, job satisfaction newlineand organization commitment. In future, there will be a need to replicate current study to newlinesee if its findings hold true for other green buildings. There is also a need to focus more newlineon green training and rewarding employees for their green practices in work-life in order newlineto generate a green culture valuable to an organization environmental performance and newlinegreen workplace for occupantand#8223;s satisfaction. The organizations need to be extremely newlinecautious of green concerns during the design phase in order to capitalize on the yields of newlinebetter employee organization commitment. It also motivates the other organizational newlinegroup toward the green concept to increase the employee job satisfaction and to enhance newlineorganizational values. While the green concept has been a significant research topic for newlinemore than decades, barely any research has been conducted that focuses specifically o
Pagination: All pages
URI: http://hdl.handle.net/10603/286993
Appears in Departments:Humanities & Social Sciences

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01_title page.pdf.pdfAttached File197.71 kBAdobe PDFView/Open
02_certificate.pdf.pdf293.27 kBAdobe PDFView/Open
03_contents.pdf.pdf797.61 kBAdobe PDFView/Open
04_list of figures.pdf.pdf191.77 kBAdobe PDFView/Open
05_list of table.pdf.pdf218.13 kBAdobe PDFView/Open
06_ chapter 1.pdf.pdf1.88 MBAdobe PDFView/Open
07_chapter 2.pdf.pdf6.53 MBAdobe PDFView/Open
08_chapter 3.pdf.pdf1.66 MBAdobe PDFView/Open
09_chapter 4.pdf.pdf3.44 MBAdobe PDFView/Open
10_chapter 5.pdf.pdf1.56 MBAdobe PDFView/Open
11_references.pdf.pdf4.42 MBAdobe PDFView/Open
12_appendix.pdf.pdf2.01 MBAdobe PDFView/Open
13.publication.pdf.pdf271.38 kBAdobe PDFView/Open
14_plagiarism certificate.pdf979.73 kBAdobe PDFView/Open


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