‘Green’ Human Resource Benefits: Do they Matter as Determinants of Environmental Management System Implementation?

By Marcus Wagner. Journal of Business Ethics, 2012

265 citations recorded by the source corpus.

Subfields: Marketing, Strategy and Management

View Paper: https://www.semanticscholar.org/paper/7e21734c82de5dd88ea3d83bc9779223881f38c9

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Marketing

1. Olivier Boiral
2. Pascal Paillé
3. S. Benn
4. A. Martin
5. S. Teo
6. A. Yuriev
7. Effie Kesidou

In Strategy and Management

1. Olivier Boiral
2. Pascal Paillé
3. S. Teo
4. Effie Kesidou

Citations in the corpus

• Revitalizing social dialogue in the workplace: the impact of a cooperative industrial relations climate and sustainable HR practices on reducing employee harm (2020, background): “In studies by Mariappanadar (2003) and by Wagner (2013), sustainable HRM practices are identified as HR systems or bundles that enhance profit maximization for the organization, while also ‘reducing harm’ on employees.”
• Pro-environmental behavior at work: Construct validity and determinants (2013, background): “, 1995; Ramus, 2001), further research indicates that when the organization seeks to improve its environmental activities to become greener, employees are more satisfied with their job (Wagner, 2012) and more committed to the organization (Biga et al.”
• Employee participation and engagement in working for the environment (2015, background): “The implementation of environmental management systems has been shown to be influenced by the extent to which Green HRM practices are being implemented (Wagner, 2013).”