Perm, Perm, Russian Federation
Environmental training is an important component of the environmental management system as a basic practice for developing knowledge and skills among employees to effectively reduce environmental impact. However, new types of environmental training are necessary to shape the environmental behavior of employees at all levels of the organization. This is due to the increase in environmental issues and their integration into all business processes. The article presents a new model of environmental training through the comprehensive development of employees’ value, knowledge and activity components of environmental competence. This became possible based on an analysis of research on green human resource management (GHRM) and an analysis of the practices of leading Russian companies. This model should include mandatory environmental training and practices to develop environmental leadership, green teams to address significant environmental issues, and practices to develop employee environmental values.
environmental training, environmental competence, employee development, environmental training practices, green leadership
1. Arzamasova G.S., Esaulova I.A. Employee environmental responsibility: empirical analysis and typology. Economic and Social Changes: Facts, Trends, Forecast. 2022. Vol.. 15. No 6. Pp. 232-242. DOI:https://doi.org/10.15838/esc.2022.6.84.14.
2. Arzamasova G.S. Formation of an environmentally-integrated model of human re-source management. Dissertation for thesis. Ph.D. economy Sciences.. 2021. Perm.
3. Arzamasova G.S., Esaulova I.A. (2020). Green human resource management - kontseptsiya upravleniya chelovecheskimi resursami ekologicheski otvetstvennogo biznesa [Green human resource management - the concept of human resource manage-ment for environmentally responsible business]// Vestnik NSUEU. No. 2. Pp. 42-53. DOI: 10.34020 / 2073-6495-2020-2-042-053.
4. Ignatov S.B. Ekologicheskaya kompetentnost' v kontekste obrazovaniya dlya ustoychivogo razvitiya [Environmental competence in the context of education for sus-tainable development] // Innovative projects and programs in education. 2011. No. 4. Pp. 11-16.
5. Kashtanova E.V., Lobacheva A.S. Sovremennye tendencii v oblasti korpora-tivnogo obucheniya personala // Upravlenie personalom i intellektual'nymi re-sursami v Rossii. 2022, № 2 (59). S. 50-56. DOIhttps://doi.org/10.12737/2305-7807-2022-11-2-50-56.
6. Mitrofanova E.A., Durakova I.B. Transformaciya social'no-trudovoj sfery pod vozdejstviem megatrendov // Upravlenie personalom i intellektual'nymi resursami v Rossii. 2023, № 4 (67). S. 5-12. DOI 10 .12737/2305-7807-2023-12-4-5-12.
7. Esaulova I.A. Razvitiye chelovecheskikh resursov: evolyutsiya kontseptsiy i praktiki [Development of human resources: evolution of concepts and practices] // La-bor Economics. - 2018. Vol. 5. No. 1. Pp. 13-28. DOI:https://doi.org/10.18334/et.5.1.38869/
8. Bansal P., Roth K. (2000). Why companies go green: a model of ecological responsiveness. Academy of Management Journal. Vol. 43(4). Pp. 717-736. DOI:https://doi.org/10.2307/1556363.
9. Baumgartner R.J. (2014). Managing corporate sustainability and CSR: a conceptual framework combining values, strategies and instruments contributing to sustainable development. Corporate Social Responsibility and Environmental Management. Vol. 21(5). Pp. 258 - 271. DOIhttps://doi.org/10.1002/csr.1336.
10. Boiral O., Paillé P. (2012). Organizational Citizenship Behaviour for the Environ-ment: Mea-surement and Validation. Journal of Business Ethics. Vol. 109(4). Pp. 431-445. DOIhttps://doi.org/10.1007/s10551-011-1138-9.
11. Cabral C., LochanDhar R. (2019). Green competencies: Construct development and measurement validation. Journal of Cleaner Production. Vol. 23(5). Pp. 887-900. DOI:https://doi.org/10.1016/j.jclepro.2019.07.014.
12. Chen, Y. S., Chang, C. H. (2013). The Determinants of Green Product Develop-ment Performance: Green Dynamic Capabilities, Green Transformational Leadership, and Green Creativity. Journal of Business Ethics. Vol. 116(1). Pp. 107-119. DOI:https://doi.org/10.1007/s10551-012- 1452-x.
13. Hameed Z., Khan I.U., Islam T., Sheikh Z., Naeem R.M. (2020). Do green HRM practices influence employees’ environmental performance? International Journal of Manpower. Vol. 41(7). Pp. 1061-1079. DOI:https://doi.org/10.1108/IJM-08-2019-0407/
14. Jabbour C., Santos F., Fonseca S., Nagano M. (2013). Green teams: understanding their roles in the environmental management of companies located in Brazil. Journal of Cleaner Production. Vol. 46. Pp. 58-66. DOI:https://doi.org/10.1016/j.jclepro.2012.09.018.
15. Jabbour, C. J. C., Santos, F. C. A., Nagano, M. S. (2008). Environmental manage-ment system and human resource practices: is there a link between them in four Brazilian companies. Journal of Cleaner Production. Vol. 16(17). Pp. 1922-1925. DOI:https://doi.org/10.1016/j.jclepro.2008.02.004.
16. Pham N., Vo-Thanh T., Shahbaz M., Huynh T., Usman M. (2020). Managing envi-ronmental challenges: Training as a solution to improve employee green performance. Journal of Environmental Management. Vol. 26(9). DOI:https://doi.org/10.1016/j.jenvman.2020.110781.
17. Ramus C.A., Killmer A.B. (2007). Corporate greening through prosocial extrarole behaviours - A conceptual framework for employee motivation. Business Strategy and the Environment. Vol. 16(8). Pp. 554-570. DOI:https://doi.org/10.1002/bse.504.
18. Renwick D.W.S., Jabbour C.J.C., Muller-Camen M., Redman T., Wilkinson A. (2015). Contemporary developments in Green (environmental) HRM scholarship. The International Journal of Human Resource Management. Vol. 27(2). Pr. 1-15. DOI:https://doi.org/10.1080/09585192.2015.1105844.
19. Rothenberg S. (2003). Knowledge content and worker participation in environmental managament at NUMMI. Journal of Management Studies. Vol. 40(7). Pp. 1783-1802. DOIhttps://doi.org/10.1111/1467-6486.00400.
20. Subhadarsini P., Brown K. (2021). Effect of High Involvement Work System on Green HRM: A conceptual paper on engaging employees in Environment Management. URL: https://www.researchgate.net/publication/324075619 (data obrashcheniya: 21.08.2023).
21. Subramanian N., Abdulrahman M.D., Wu L., Nath P. (2015). Green competence framework: Evidence from China. The International Journal of Human Resource Man-agement. Vol. 27(2). Pp. 151-172. DOI: 10.1080/ 09585192.2015.1047394.
22. Teixeira A.A., Jabbour C.J.C., de Sousa Jabbour A.B.L., Latan H., de Oliveira J.H.C. (2016). Green training and green supply chain management: evidence from Bra-zilian firms. Journal of Cleaner Production. Vol. 113(1). Pp. 170-176. DOI:https://doi.org/10.1016/j.jclepro.2015.12.061.
23. Yafi E., Tehseen S., Haider S.A. (2021). Impact of Green Training on Environmen-tal Performance through Mediating Role of Competencies and Motivation. Sustainabil-ity. Vol.13, 5624. DOI:https://doi.org/10.3390/su13105624.
24. Wu J., Chen D., Bian Z., Shen T., Zhang W., Cai W. (2021). How Does Green Training Boost Employee Green Creativity? A Sequential Mediation Process Model. Frontiers in Psychology. Vol. 12. 759548. DOI:https://doi.org/10.3389/fpsyg.2021.759548.
