ASSESSMENT OF GREEN HUMAN RESOURCE PRACTICES ON ENVIRONMENTAL SUSTAINABILITY. A CASE STUDY OF FORESTRY COMMSSION IN THE SUNYANI MUNICIPALITY

ABSTRACTThe objective of this study was to investigate how green human resources practices impact on environmental sustainability in public sector organizations in Ghana using forestry commission in the Sunyani Municipality as a case study. The study design was a quantitative case study. The study population was made up of employees … See more

ABSTRACTThe objective of this study was to investigate how green human resources practices impact on environmental sustainability in public sector organizations in Ghana using forestry commission in the Sunyani Municipality as a case study. The study design was a quantitative case study. The study population was made up of employees and management staff of Ghana Water Company Limited Sunyani directorate, Sunyani Municipal Assembly and Sunyani Municipal Ghana Education directorate. The study adopted both probability sampling and simple random sampling techniques to select a total of 120 respondents from the case study population. Structured questionnaire were used to collect data and analyzed using the SPSS version 22.0 into descriptive and inferential statistics. The study outcome showed that there is no written down sustainable green HR policy and that awareness on GHRM among employees is still low at forestry commission in the Sunyani Municipality. Again, the study discovered that sustainable green HR policies have not been adequately adopted in fostering environmental sustainability at forestry commission in the Sunyani Municipality. Similarly, the study findings shows that sustainable green HR concept promotes material and energy efficiency, ensures availability of mineral resources for future needs, minimizes adverse environmental and social impacts, improves work and organizational practices and ensures sustainable use of resources. Additionally, the study established that sustainable green HR policies have not been adequately adopted in fostering environmental sustainability at forestry commission in the Sunyani Municipality. Moreover, results of the study established some challenges impeding adoption of green human resources management practices in public sector organizations in Ghana. These challenges identified include lack of management interest, higher initial associated costs, Lack of understanding of the sustainable green HR concept. Based on the findings of the study, the study made the following recommendations; the Government of Ghana should liaise with major stakeholders in the public sector to create awareness on sustainable green HR policies and practices as well as the major stakeholders in the public sector industry in Ghana do learn from the pacesetters of GHRM from the private sector organizations. Furthermore, the study recommend that education, sensitization, green HR awareness creation and education of employee and employers in Ghana on the concept of sustainability which applies to GHRM practice would help place sustainability at the heart of employee management in public sector institutions as GHRM has the potential to contribute positively to both employee well-being in the workplace, improving the working environment, satisfying the needs of an increasingly environmentally aware workforce and improved organizational performance. The study also recommends that the EPA and other regulatory stakeholders do step up in the enforcement of GHRM policies and practices through punitive measures to both foreign and local investors and firms who flout sustainable green HR policies as a deterrent for practicing environmentally unfriendly GHM practices. The study recommends that to help develop graduates and citizens for environmental sustainability and management widespread sustainable green HR at forestry commission in the Sunyani Municipality, use of environmentally sustainable green training, developing environmental GHRM knowledge bases and developing pro-environment managers and leaders of the future should be put in the academic courses of universities and other educational systems in the country. The also recommend that the Government of Ghana offers logistics and incentives to public sector organizations that champions sustainable green HR practices to motivate other organizations and top management to follow suit. Finally, the researcher recommends that Government of Ghana should in consultation with the various stakeholders to formulate appropriate and full GHRM public sector policy guide document for the country. DECLARATIONACKNOWLEDGEMENTABSTRACTLIST OF TABLESCHAPTER ONEINTRODUCTION1.0 Introduction1.1 Background to the Study1.2 Problem Statement1.3 General Objectives1.3.1 Specific objectives1.4 Research Questions1.5 Significance of the Study1.6 Scope of the Study1.7 Limitations of the Study1.8 Research Methodology1.9 Organization of the StudyCHAPTER TWOLITERATURE REVIEW2.1 Introduction2.1 The Concept of Human Resource Management Practices2.2 The Definition and Overview of Green Human Resource Management (GHRM)2.3 Green Recruitment and Selection2.4 Green Training and Development2.5 Green Performance Management and Appraisal2.6 Green compensation and reward system2.6 Green employee involvement2.10 Theoretical Foundation of the Study2.10.1 Resource-Based Theory2.10.2 Institutional Theory of a Firm3.3 Benefits of Green human resource management (GHRM)2.13 Conceptual Framework and Hypothesis Development2.13.1 Effect of Developing Green Abilities on Environmental Sustainability2.13 Summary of ChapterCHAPTER THREEMETHODOLOGY3.1 Introduction3.2 Research Design3.3 Study Population3.4 Sampling & Sampling Techniques3.5 Data Sources3.6 Instrumentation3.6.1 Pilot Testing4.7 Data Analysis Procedure3.7 Ethical ConsiderationsCHAPTER FOURRESULTS AND DISCUSSION4.1 Introduction4.1.1 Demographic Information of Respondents4.2 Descriptive Analysis4.2.1 Nature and Forms of Green HRM Policies and Practices Implemented by Public Sector Organizations in the Sunyani Municipality4.2.2 Major and Common Green Human Resource PracticesTable 4.3: Descriptive Analysis of Major and Common Green Human Resource Practices4.3 Impact of Green HR on Environmental Sustainability4.5 Inferential Analysis4.5.1 Relationship between Green Human Resource Management Practices and Environmental Sustainability4.4 Challenges in Implementing Green HR practices for Environmentally Sustainable Practices and Projects4.3 Discussion of Study FindingsCHAPTER FIVESUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS5.0 Introduction5.1 Summary of Key Findings5.2 Conclusions of the Study5.3 Recommendations of the StudyREFERENCESAPPENDIX . 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