声明
Abstract
摘要
CONTENTS
List of Figures
List of Tables
1 Introduction
1.1 Motivation and Key Concepts
1.1.1 Key Concepts
1.2 Background of Study
1.2.1 Tourism Industry
1.2.2 Sri Lanka’s Tourism Industry and the Hotel Sector
1.3 Scope of the Thesis
1.3.1 Research Questions
1.3.2 Research Objectives
1.3.3 Abstract of Main Innovation Points
1.4 Organisation of the Thesis
1.4.1 Summary
2 Literature Review
2.1 Organise of the Review
2.2 Green Management
2.2.1 Green Transformation to Management
2.2.2 Why Companies Go Green
2.2.3 Green Management and the Environment
2.2.4 Green Management Perspective in Greening the Economy
2.3 Defining Green Human Resource Management
2.4 Description of Key Functions-Green Human Resource Management
2.4.1 Green Human Resource Planning(GHRP)
2.4.2 GreenRecruitment
2.4.3 Green Selection
2.4.4 Green Training and Development
2.4.5 Green Compensation and Rewards
2.4.6 Green Performance Evaluation
2.4.7 Green Employee Relations
2.4.8 Green Grievance Handling
2.5 Environmental Management
2.5.1 Environmental Management Systems
2.5.2 Environmental Performance
2.5.3 Environmental Management and Performance
2.5.4 Importance and Purpose of Environmental Performance
2.6 Environmental Performance Measurements
2.7 The Relationship between GHRM and Environmental Performances
2.8 Gaps in the Literature
2.9 Summary
3 Theoretical Conceptualisation of the Model
3.1 Green Human Resource Management Models
3.1.1 Four Factor Green Human Resource Management Model
3.1.2 Green Human Resource Management Process Model
3.1.3 Green Human Resource Management Practices Model
3.1.4 Dynamic Tristate Harmony of GHRM Model
3.2 Research Conceptual Model and the Relationships
3.3 Conceptual Model Development
3.4 Defining Propositions
3.4.1 Green Staffing and Recruitment
3.4.2 Green Skill Finding and Development
3.4.3 Green Welfare and Appraisals
3.4.4 Green Employee Relations and Compliance
3.4.5 GHRM and Environmental Performances
3.5 Contribution of the Conceptual Model to the Literature
3.6 Summary
4 Methodology
4.1 Research Design
4.2 Construct Measures-Green Human Resource Management
4.2.1 Green Human Resource Planning
4.2.2 Green Recruitment
4.2.3 Green Selection
4.2.4 Green Training and Development
4.2.5 Green Compensation and Rewards
4.2.6 Green Performaflce Evaluation
4.2.7 Green Employee Relations
4.2.8 Green Grievances Handling
4.3 Constructs Measures-Environmental Performance
4.4 Methodology for Model Development Study
4.4.1 Introduction
4.4.2 Methods
4.4.3 Analysis
4.4.4 Limitations
4.5 Methodology for Model Evaluation Study
4.5.1 Introduction
4.5.2 Methods
4.5.3 Analysis
4.5.4 Limitations
4.6 Ethical Considerations
4.7 Summary
5 Model Development-Empirical Study of GHRM Practices
5.1 The Sample and Background Information
5.2 Characteristics of the Model Development Survey Data
5.3 Data Preparation and Screening
5.3.1 Missing Data
5.3.2 Reliability and Validity
5.4 Quantitate Data Analysis Procedure
5.4.1 Interrelationships between Main GHR Functions
5.4.2 Willingness to Apply GHRM to Organisations
5.4.3 GHRM Practices Analysis Measures
5.5 GHRM Practices
5.5.1 Green Human Resource Planning
5.5.2 Green Recruitment
5.5.3 Green Selection
5.5.4 Green Training and Development
5.5.5 Green Compensation and Rewards
5.5.6 Green Performance Evaluation
5.5.7 Green Employee Relations
5.5.8 Green Grievances Handling
5.6 Proposed GHRM Functions and Practices that Support EP
5.7 Summary
6 The Model Evaluation
6.1 The Model Evaluation Survey
6.2 The Sample and Background Information
6.2.1 The Response Rate
6.2.2 The Non-Response Bias Analysis
6.2.3 Respondents Demographic Data
6.2.4 Data Preparation and Screening
6.2.5 Assumptions of Data
6.3 Quantitative Data Analysis Procedures
6.3.1 Model Specification
6.3.2 Model Estimation
6.4 Measurement Model Development
6.5 Model Fit Assessment-Descriptive Statistics
6.6 Fit Indices Reported in this Study
6.7 Initial Measurement Model Fit and Modifications
6.7.1 Measurement Model Refinement
6.7.2 Refined Measurement Model-Reliability and Validity Assessment
6.8 Second Order GHRMMeasurement Model Fit
6.9 Estimation of the Structural Model
6.10 Proposition Testing
6.11 Summary
7 Conclusion and 0utlook
7.1 Recap of the Research and Key Findings
7.1.1 Achievement of the Objectives
7.2 Study Implications
7.2.1 Theoretical Implications
7.2.2 Managerial Implications
7.2.3 Implications for Policy Makers
7.3 Limitations and Directions for Future Research
7.3.1 Directions for Future Research
7.4 Summary
References
Appendix
Acknowledgement
Curriculum Vitae