The objective of this research is to assess the impact of green human resource management (GHRM) on the economic, social, and ecological outcomes within Spanish wineries. To analyze the cause-and-effect dynamics accurately, variables such as the winery's age, size, and protected designation of origin (PDO) status were included as controls. A theoretical model was constructed and assessed using structural equation modeling (SEM). The data for this evaluation was sourced from a survey of 196 wineries in Spain, conducted over the period from September 2022 to January 2023. The results underscore a meaningful and positive association between the implementation of GHRM practices and improved performance metrics across the three categories, specifically in the Spanish wine industry context.
TopIntroduction
The prioritization of natural resource conservation is increasingly recognized as critical by senior executives in manufacturing firms, as indicated by Ikram et al. (2019). This trend reflects a growing emphasis on environmental protection and the need for sustainable practices that balance ecological, financial, and social responsibilities, a view supported by Younis and Sundarakani (2020).
The rapid escalation of industrial pollution and the consequent depletion of natural resources, as described by Bhatt et al. (2020), have prompted various stakeholders—including governments, environmental agencies, employees, and society at large—to call for the adoption of more sustainable practices by companies. Such practices are not only seen as a route to financial gains and improved environmental performance but also as a means to secure a competitive edge, as detailed by Awan et al. (2021). The urgency of these demands is particularly acute in the wine industry, the focus of this research, where environmental challenges like global warming and water scarcity pose significant threats to its viability, as highlighted by Golicic (2022).
Organizations are now working towards establishing structured environmental control systems to navigate these challenges, a concept that has gained prominence since the 1990s as a key element in achieving sustainable progress, including in the realm of human resources, as observed by Gilal et al. (2019). Human resource management, recognized as one of a company’s most crucial assets for integrating various activities towards positive performance (Hamadamin and Atan, 2019), is increasingly being linked with environmental management. This connection is vital for promoting sustainable development within organizations and enhancing employees' ecological awareness, thereby boosting the organization's capabilities in environmental conservation. This integration is evident in recent studies by Ahmed et al. (2023), Tirno et al. (2023), and El Ayoubi and Radmehr (2023). In response, Green Human Resource Management (GHRM) has emerged as a strategy to merge human resources management with environmental management, encouraging companies to motivate their workforce towards greater environmental consciousness and thereby enhance environmental performance, as Amrutha and Geetha (2020) have discussed.
GHRM is a concept that centers on optimizing organizational human resources to enhance environmental performance, as noted by Yong et al. (2020). This approach involves sustainable HR practices like recruiting environmentally conscious employees, implementing eco-friendly workplace policies, using human resources to cut down on energy consumption and waste, and promoting a green corporate culture alongside a commitment to sustainable development, a perspective supported by Pham et al. (2020). The intellectual roots of GHRM trace back to the foundational work of Beer et al. (1984) and Fombrun et al. (1984), marking the emergence of this significant research area in strategic management.