Abstract
Purpose: This study aims to discover key driving factors towards the implementation of Green Human Resource Management (GHRM) in the United Nations (UN) in South Korea.
Design/methodology/approach: As a mixed method, we collected quantitative and qualitative data sets from Human Resource (HR) practitioners or experts in the UN in South Korea. While the survey data was analysed by employing the Consistent Fuzzy Preference Relations (CFPR) method, the qualitative data was analysed through thematic analysis.
Findings: Among HR practice, organisation, HR initiative and leadership dimensions, green recruitment from HR practice is deemed the most vital determinant of GHRM. This study concluded that HR practice including recruitment, and training and development is the most vital one towards GHRM.
Research limitations/implications: Albeit this research lacks a sample size due to limited accessibility for collecting data sets, HR specialists in the UN can refer to our findings to establish a strategic plan as an initial step.
Originality/value: By employing thematic analysis and the CFPR regarded as one of the Multi-Criteria Decision-Making (MCDM) methods, HR practice including green recruitment is the most crucial one towards the implementation of GHRM in the UN in South Korea.
Design/methodology/approach: As a mixed method, we collected quantitative and qualitative data sets from Human Resource (HR) practitioners or experts in the UN in South Korea. While the survey data was analysed by employing the Consistent Fuzzy Preference Relations (CFPR) method, the qualitative data was analysed through thematic analysis.
Findings: Among HR practice, organisation, HR initiative and leadership dimensions, green recruitment from HR practice is deemed the most vital determinant of GHRM. This study concluded that HR practice including recruitment, and training and development is the most vital one towards GHRM.
Research limitations/implications: Albeit this research lacks a sample size due to limited accessibility for collecting data sets, HR specialists in the UN can refer to our findings to establish a strategic plan as an initial step.
Originality/value: By employing thematic analysis and the CFPR regarded as one of the Multi-Criteria Decision-Making (MCDM) methods, HR practice including green recruitment is the most crucial one towards the implementation of GHRM in the UN in South Korea.
| Original language | English |
|---|---|
| Pages (from-to) | 131-145 |
| Number of pages | 15 |
| Journal | Global Business and Finance Review |
| Volume | 30 |
| Issue number | 1 |
| Early online date | 30 Jan 2025 |
| DOIs | |
| Publication status | E-pub ahead of print - 30 Jan 2025 |
Keywords
- the United Nations
- Green Human Resource Management
- Consistent Fuzzy Preference Relations
- Human Resource Experts