EFFECT OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES AND GREEN WORK LIFE BALANCE ON EMPLOYEE RETENTION IN SELECTED HOSPITALITY FIRMS IN LAGOS AND OGUN STATES, NIGERIA

Victoria Ozioma Akpa, Bolorunduro Mowaiye, Babatunde Hamed Akinlabi, Nanle Magaji

Abstract


Employee retention is a strategy of retaining talented employees with a specific end goal to meet business targets. Employee turnover is a symptom of deeper issues that have not been resolved. Hospitality Industry in Nigeria has faced several issues, including poor employee retention and low staff motivation. Part of the reasons for the poor employee retention and high turnover in the Hospitality Sector was owning to issues that border on green human resource management practices and green work life balance, and the inflexible nature of their job. Other certain reasons for poor employee retention include low pay, lack of development opportunities, and bad working conditions with greater efforts by staff and fewer receivables. Therefore, this paper examines the effect of green human resource management practices, green work life balance on employee retention of selected hospitality firms in Lagos and Ogun States, Nigeria. The data collected through the primary sources (questionnaire) were analysed using inferential statistics employing regression analysis. The study revealed that Green human resource management practices, green work life balance (green performance management, green employee relation, green disciplinary management, work family balance and work health balance) had a significant and positive effect on employee retention in hospitality firms in Lagos and Ogun states, Nigeria (Adj. R2 = 0.540, F (4, 669) = 176.897, p < 0.05).

 

Article visualizations:

Hit counter


Keywords


green human resource management practices, green work life balance and employee retention

Full Text:

PDF

References


Akgunduz, Y. & Eryilmaz, G. (2018). Does turnover intention mediate the effects of job insecurity and co-worker support on social loafing? International Journal of Hospitality Management, 68, 41-49.

Ali, S. S., Hussain, F., & Rahman, Z., (2020). The critical elements determining employee retention in the BPO sector of Bangladesh. International Journal of Scientific and Technology Research, 9(1), 1-9.

Al Kurdi, B. Alshurideh, M. & Al -Afaishat, T. (2020). Employee retention and organizational performance: Evidence from banking industry. Management Science Letters, 10, 3981–3990.

Amutha, V. (2017). A theoretical study on green HRM practices. Global journal for research analysis, 6(11)337 – 338.

Appelbaum, E., Bailey, T., Berg, P. & Kalleberg, A. L. (2000). Manufacturing Advantage, why High-performance Work Systems pay off. Ithaca, NY: Cornell University Press.

Arafin, M., Chowdhury, S.H., Roy, S.K., & Siddiquee, M. (2019). Green HR practices and its impact on employee work satisfaction - A case study on IBBL, Bangladesh. Journal of Australian International Journal of Research and Innovation in Social Science, 2(2), 129-138.

Aranganathan, P. (2018). Green recruitment: A new-fangled approach to attract and retain talent. International Journal of Business Management and Research, 8(2), 69-76.

Asaduzzaman, A. K. L., Chowdhury, S. R., & Sanju, N. L. (2017). Green HRM practices as a means of promoting CSR: Suggestions for garments industry in Bangladesh. Global Journal of Management and Business Research: An Administration and Management, 17(6), 1 – 8.

Azeez, S. A. (2017). Human resource management practices and employee retention: A review of literature. Journal of Economics, Management and Trade, 18(2) 1-10.

Bangwal, D., Chamola, P., & Tiwari, P. (2017). Green HRM, work-life and environment performance. International Journal of Environment, Workplace and Employment, 4(3), 244-266.

Bangwal, D. & Tiwari, P. (2015). Green HRM – A way to greening the environment. IOSR Journal of Business and Management, 17(12), 45-53.

Baskaran, S., Mahadi, N., Woo, N. M. F., & Yaakop, A. Y. (2020). Determinant factors for employee retention: should I stay? International Journal of Academic Research in Business and Social Sciences, 10(4), 201–213.

Bazrkar, A. & Moshiripour, A. (2021). Corporate practices of green human resources management. Foresight and STI Governance, 15 (1), 1-9.

Benevene, P. & Ibuonomo, I. (2020). Green human resource management: An evidence-based systematic literature review. Sustainability, 12, 1-25.

Cafferkey, K., Kellner, A., & Townsend, K. (2019). Ability, motivation and opportunity theory: A formula for employee performance. Introduction to theories of human resources and employment relations. Edward Elgar Publishing. United Kingdom.

Cafferkey, K., Kellner, A., Townsend, K., & Winterton, J. (2017). Is the AMO model too good to be useful? Proceedings of the 31st ANZAM Conference, Melbourne, 5–8.

Chukwuka, E J., & Nwakoby, N. P. (2018). Effect of human resource management practices on employee retention and performance in Nigerian insurance industry. World Journal of Research and Review, 6(4), 27 – 41.

Eguchi, H., Inoue, A., Kawakami, N., & Tsutsumi, A. (2018). Interaction effect of job insecurity and role ambiguity on psychological distress in Japanese employees: A cross-sectional study. International Archives of Occupational and Environmental Health, 91(4), 391-402.

Eketu, C. A., & Edeh, O. F. (2017). Human resource planning and organisational sustainability: a study of selected telecommunication firms in Rivers State. International Journal of Social Sciences and Management Research, 3(3).

El Sakka. S. (2018). Impact of green human resource management (GHRM) practices on enhancing supply chain image and performance. European Centre for Research Training and Development, 6(3), 70 - 78

Ernest, J. C., & Nwakoby, N. P. (2018). Effect of human resource management practices on employee retention and performance in Nigerian insurance industry. World Journal of Research and Review, 6(4), 27-41.

Franklin, J., S. & Nilufar, S., P. (2018). A study on the influence of green HR practices on employee satisfaction among selected scheduled banks. International Journal of Business and Management Invention, 7(10) 44-48.

Hamod, R. M. & Majeed, S. A. (2021). Effect of green human resource management practices in enhancing sustainable competitive advantage: an exploratory study of a sample of hospitals. Alarch’s journal of archaeology of Egypt Egyptology 18(7), 1-21.

Inore, I., Ramasamy, A., & Sauna, R. (2017). Study on implications of implementing green HRM in the corporate bodies with special reference to developing nations. International Journal of Business and Management, 12(9), 1-13.

Jackson, S. E., Ren, S., & Tang, G. (2017). Green human resource management (GHRM) research in emergence: A review and future directions. Asia Pacific Journal of Management, 34(3), 297 – 327.

Jung, H. S., Jung, Y. S., Yoon, H. H. (2021). COVID-19: The effects of job insecurity on the job engagement and turnover intent of deluxe hotel employees and the moderating role of generational characteristics. International Journal of Hospitality Management, 92, 102703.

Kirtim, K. & Goyal, S. (2019). Organisational agility and green HRM for sustainable development of organisations. Journal of the Gujarat Research society, 21(8), 341 –354.

Kumar, A. A., & Mathimaran, K. B. (2017). Employee Retention Strategies. An Empirical Research. Global Journal of Management and Business Research, 17 (1), 1-7.

Likhitkar, P. & Verma, P. (2017). Impact of green HRM practices on organisation sustainability and employee retention. International journal for innovative research in multidisciplinary field, 3(5), 152-157.

Madhavi, N. & Durga, A. K. (2018). Green work life balance: A new perspective to green HRM. Journal of Emerging Technologies and Innovative Research, 5(10), 80-84.

Masri, H. & Jaaron, A. A. M. (2017). Assessing green human resources management practices in Palestinian manufacturing context: An empirical study. Journal of Cleaner Production, 143, 474-489.

Msengeti, D. M. & Obwogi, J. (2015). Effects of pay and work environment on employee retention: A study of hotel industry in Mombasa County. International Journal of Scientific and Research Publications. 5(4): 2250 – 3153.

Mooradian, T., Renzl, B., & Matzler, K. (2006). Who trusts? Personality, trust and knowledge sharing. Management learning, 37(4), 523-540

Muster, V. (2011). Green work-life balance: A new perspective for green HRM. German Journal of Research in Human Resource Management, 25 (2), 140-156.

Mwita, K. M., & Kinemo, S. M. (2018). The role of green recruitment and selection on performance of processing industries in Tanzania: A case of Tanzania tobacco processors limited (TTPL). International Journal of Human Resource Studies, 4(8), 35 – 45.

Mwita, K. M (2019). Conceptual review of green human resource management practices. East African Journal of Social and Applied Sciences, 2(1), 13 – 20.

Priya, R. (2019). Impact of work environment and job satisfaction on employee retention in textile industry. Paripex - Indian Journal of Research, 8(5), 234-236.

Rael, J. M. (2018). Influence of green reward and compensation practice on environmental sustainability in selected service-based state corporations in Kenya. European Journal of Business and Strategic Management, 3(6), 1-12.

Sasmita, M. (2019). Impact of E-HRM system on user satisfaction in hotel industry. International Journal of Scientific and Technology Research, 9(4), 1199-1201.

Suresh, R. B., & Ravishanakar, B. S. (2021). Green human resource management: a sense of environmental consciousness. Journal of Shanghai Jiaotong University, 17(1), 178-192.

Vasa, S. R. & Sowdamini, T. (2017). Green work life balance and green HRM: A new replica for organisational triumph. International Journal of Academic Research and Development, 2(4), 456-461.

Wong, K. Y. & Aspinwall, E. (2005). An empirical study of the important factors for knowledge‐management adoption in the SME sector. Journal of Knowledge Management, 9(3), 64-82.

Yang, J. (2007). Knowledge sharing: Investigating appropriate leadership roles and collaborative culture. Tourism Management, 28(2), 530-543.




DOI: http://dx.doi.org/10.46827/ejhrms.v5i4.1265

Refbacks

  • There are currently no refbacks.


Copyright (c) 2022 European Journal of Human Resource Management Studies

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

The research works published in this journal are free to be accessed. They can be shared (copied and redistributed in any medium or format) and\or adapted (remixed, transformed, and built upon the material for any purpose, commercially and\or not commercially) under the following terms: attribution (appropriate credit must be given indicating original authors, research work name and publication name mentioning if changes were made) and without adding additional restrictions (without restricting others from doing anything the actual license permits). Authors retain the full copyright of their published research works and cannot revoke these freedoms as long as the license terms are followed.

Copyright © 2017-2023. European Journal Of Human Resource Management Studies (ISSN 2601-1972) is a registered trademark. All rights reserved.

This journal is a serial publication uniquely identified by an International Standard Serial Number (ISSN) serial number certificate issued by Romanian National Library. All the research works are uniquely identified by a CrossRef DOI digital object identifier supplied by indexing and repository platforms. All the research works published on this journal are meeting the Open Access Publishing requirements and standards formulated by Budapest Open Access Initiative (2002), the Bethesda Statement on Open Access Publishing (2003) and  Berlin Declaration on Open Access to Knowledge in the Sciences and Humanities (2003) and can be freely accessed, shared, modified, distributed and used in educational, commercial and non-commercial purposes under a Creative Commons Attribution 4.0 International License. Copyrights of the published research works are retained by authors.