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[{"key": "dc.contributor.author", "value": "Malual, Peter", "language": "", "element": "contributor", "qualifier": "author", "schema": "dc"}, {"key": "dc.date.accessioned", "value": "2023-06-14T06:47:14Z", "language": null, "element": "date", "qualifier": "accessioned", "schema": "dc"}, {"key": "dc.date.available", "value": "2023-06-14T06:47:14Z", "language": null, "element": "date", "qualifier": "available", "schema": "dc"}, {"key": "dc.date.issued", "value": "2023", "language": "", "element": "date", "qualifier": "issued", "schema": "dc"}, {"key": "dc.identifier.uri", "value": "https://jyx.jyu.fi/handle/123456789/87725", "language": null, "element": "identifier", "qualifier": "uri", "schema": "dc"}, {"key": "dc.description.abstract", "value": "T\u00e4m\u00e4n tutkimuksen tarkoituksena on selvitt\u00e4\u00e4, miss\u00e4 m\u00e4\u00e4rin Vaasan kaupungissa toimivat organisaatiot k\u00e4ytt\u00e4v\u00e4t henkil\u00f6st\u00f6johtamisen (HRM) k\u00e4yt\u00e4nt\u00f6j\u00e4 ty\u00f6ntekij\u00f6iden ymp\u00e4rist\u00f6yst\u00e4v\u00e4lliseen k\u00e4ytt\u00e4ytymiseen ty\u00f6paikalla. T\u00e4m\u00e4 tutkimus perustuu kattavaan kirjallisuuskatsaukseen, joka kattaa henkil\u00f6st\u00f6johtamisen (HRM) k\u00e4yt\u00e4nn\u00f6t, joilla kannustetaan ty\u00f6ntekij\u00f6iden ymp\u00e4rist\u00f6my\u00f6nteist\u00e4 k\u00e4ytt\u00e4ytymist\u00e4 ty\u00f6paikalla. N\u00e4m\u00e4 k\u00e4yt\u00e4nn\u00f6t sis\u00e4lt\u00e4v\u00e4t ty\u00f6ntekij\u00e4n elinkaaren; palkkiot ja korvaukset; koulutus ja koulutus; voimaannuttaminen ja osallistuminen; ja esimiehen osallistuminen. T\u00e4m\u00e4n tutkimuksen aineisto on kuitenkin ker\u00e4tty kyselyll\u00e4, jossa kvantitatiivisena tutkimusty\u00f6kaluna k\u00e4ytettiin itse tehty\u00e4 kyselylomaketta. T\u00e4lt\u00e4 osin ker\u00e4ttiin tietoja 100 osallistujalta, joiden yritykset toimivat Vaasan kaupungissa syys-joulukuun 2021 v\u00e4lisen\u00e4 aikana. Lis\u00e4ksi otettiin tutkiva l\u00e4hestymistapa data-analyysiin, jonka tavoitteena oli selvitt\u00e4\u00e4, miss\u00e4 m\u00e4\u00e4rin ihmisten organisaatiot k\u00e4ytt\u00e4v\u00e4t resurssienhallintaa k\u00e4yt\u00e4nn\u00f6t, joilla parannetaan ty\u00f6ntekij\u00f6iden ymp\u00e4rist\u00f6my\u00f6nteist\u00e4 k\u00e4ytt\u00e4ytymist\u00e4 ty\u00f6paikalla. T\u00e4m\u00e4n tutkimuksen tulokset osoittavat kest\u00e4v\u00e4n henkil\u00f6st\u00f6johtamisen (HRM) toteuttamisen kokonaispistem\u00e4\u00e4r\u00e4n kohtalaisen tason, joka on 3,07 asteikolla 5. Esimiesten osallistumisk\u00e4yt\u00e4nn\u00f6t, koulutus ja valmennus sek\u00e4 elinkaari sai 3 kohtia, joita pidet\u00e4\u00e4n kohtalaisina. T\u00e4m\u00e4 tutkimus ehdottaa, ett\u00e4 organisaatioiden tulisi sis\u00e4llytt\u00e4\u00e4 kest\u00e4v\u00e4t HRM-k\u00e4yt\u00e4nn\u00f6t organisaatiostrategioihinsa, jos ne pyrkiv\u00e4t saavuttamaan korkeamman kest\u00e4v\u00e4n tason. Sitoutuminen kest\u00e4v\u00e4n kehityksen aloitteisiin vaatii siksi yrityksi\u00e4 investoimaan k\u00e4yt\u00e4nt\u00f6ihin, joiden avulla ty\u00f6ntekij\u00e4t voivat hankkia taitoja ja kykyj\u00e4, jotka helpottavat ymp\u00e4rist\u00f6my\u00f6nteist\u00e4 k\u00e4ytt\u00e4ytymist\u00e4 ty\u00f6paikalla.", "language": "fi", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.abstract", "value": "The purpose of this study is to investigate the extent to which organizations operating in the city of Vaasa use human resource management (HRM) practices to encourage employee's pro-environmental behaviours in the workplace. Based on a comprehensive literature review, this study covers HRM practices that are used to encourage employee's pro-environmental behaviour's (PEBs) in the workplace. These practices include the employee life cycle; reward and compensation; education and training; empowerment and participation; and manager involvement. The data for this research were collected through a survey in which a self-administered questionnaire was used as a quantitative research tool. In this regard, data were collected from 100 participants whose companies operate in the city of Vaasa in Finland during the period between September and December 2021. Moreover, an exploratory approach was adopted to analyse the data with the aim of investigating the extent to which human resource management practices are used by organizations to enhance employee's Pro-environmental behaviours in the workplace. The results of this study indicate the moderate level of the overall mean of implementation of sustainable human resource management (HRM) practices which is 3.07 on a scale of 5. Practices of Manager involvement, education and training, and life cycle respectively scored 3 which are considered as moderate levels. This study suggests that organizations must include sustainable HRM practices in their organizational strategies if they aim to achieve a higher level of sustainability. Thus, commitment to sustainability initiatives requires companies to invest in practices that enable their employees to acquire skills and abilities that facilitate pro-environmental behaviours in the workplace.", "language": "en", "element": "description", "qualifier": "abstract", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Submitted by Paivi Vuorio (paelvuor@jyu.fi) on 2023-06-14T06:47:14Z\nNo. of bitstreams: 0", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.description.provenance", "value": "Made available in DSpace on 2023-06-14T06:47:14Z (GMT). No. of bitstreams: 0\n Previous issue date: 2023", "language": "en", "element": "description", "qualifier": "provenance", "schema": "dc"}, {"key": "dc.format.extent", "value": "53", "language": "", "element": "format", "qualifier": "extent", "schema": "dc"}, {"key": "dc.language.iso", "value": "eng", "language": null, "element": "language", "qualifier": "iso", "schema": "dc"}, {"key": "dc.rights", "value": "In Copyright", "language": null, "element": "rights", "qualifier": null, "schema": "dc"}, {"key": "dc.subject.other", "value": "sustainable HRM practices", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.subject.other", "value": "green HRM practices", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.subject.other", "value": "environmental management system", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.subject.other", "value": "employee\u2019s pro-environmental behaviour", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.subject.other", "value": "Ability-Motivation-Opportunity theory", "language": "", "element": "subject", "qualifier": "other", "schema": "dc"}, {"key": "dc.title", "value": "Assessing sustainable human resources management practices used by organizations to encourge employee\u2019s pro-environmental behaviour in the workplace in the city of Vaasa \u2013 Finland : a perspective of managers", "language": "", "element": "title", "qualifier": null, "schema": "dc"}, {"key": "dc.type", "value": "master thesis", "language": null, "element": "type", "qualifier": null, "schema": "dc"}, {"key": "dc.identifier.urn", "value": "URN:NBN:fi:jyu-202306143793", "language": "", "element": "identifier", "qualifier": "urn", "schema": "dc"}, {"key": "dc.type.ontasot", "value": "Master\u2019s thesis", "language": "en", "element": "type", "qualifier": "ontasot", "schema": "dc"}, {"key": "dc.type.ontasot", "value": "Pro gradu -tutkielma", "language": "fi", "element": "type", "qualifier": "ontasot", "schema": "dc"}, {"key": "dc.contributor.faculty", "value": "Jyv\u00e4skyl\u00e4 University School of Business and Economics", "language": "en", "element": "contributor", "qualifier": "faculty", "schema": "dc"}, {"key": "dc.contributor.faculty", "value": "Jyv\u00e4skyl\u00e4n yliopiston kauppakorkeakoulu", "language": "fi", "element": "contributor", "qualifier": "faculty", "schema": "dc"}, {"key": "dc.contributor.department", "value": "Taloustieteet", "language": "fi", "element": "contributor", "qualifier": "department", "schema": "dc"}, {"key": "dc.contributor.department", "value": "Business and Economics", "language": "en", "element": "contributor", "qualifier": "department", "schema": "dc"}, {"key": "dc.contributor.organization", "value": "Jyv\u00e4skyl\u00e4n yliopisto", "language": "fi", "element": "contributor", "qualifier": "organization", "schema": "dc"}, {"key": "dc.contributor.organization", "value": "University of Jyv\u00e4skyl\u00e4", "language": "en", "element": "contributor", "qualifier": "organization", "schema": "dc"}, {"key": "dc.subject.discipline", "value": "Yritysten ymp\u00e4rist\u00f6johtaminen", "language": "fi", "element": "subject", "qualifier": "discipline", "schema": "dc"}, {"key": "dc.subject.discipline", "value": "Corporate Environmental Management", "language": "en", "element": "subject", "qualifier": "discipline", "schema": "dc"}, {"key": "yvv.contractresearch.funding", "value": "0", "language": "", "element": "contractresearch", "qualifier": "funding", "schema": "yvv"}, {"key": "dc.type.coar", "value": "http://purl.org/coar/resource_type/c_bdcc", "language": null, "element": "type", "qualifier": "coar", "schema": "dc"}, {"key": "dc.rights.copyright", "value": "\u00a9 The Author(s)", "language": null, "element": "rights", "qualifier": "copyright", "schema": "dc"}, {"key": "dc.rights.accesslevel", "value": "openAccess", "language": null, "element": "rights", "qualifier": "accesslevel", "schema": "dc"}, {"key": "dc.type.publication", "value": "masterThesis", "language": null, "element": "type", "qualifier": "publication", "schema": "dc"}, {"key": "dc.subject.oppiainekoodi", "value": "20425", "language": "", "element": "subject", "qualifier": "oppiainekoodi", "schema": "dc"}, {"key": "dc.subject.yso", "value": "henkil\u00f6st\u00f6johtaminen", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "ty\u00f6ntekij\u00e4t", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "kest\u00e4v\u00e4 kehitys", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "organisaatiot", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "yritykset", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "ymp\u00e4rist\u00f6johtaminen", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "henkil\u00f6st\u00f6", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "henkil\u00f6st\u00f6hallinto", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "human resource management", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "employees", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "sustainable development", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "organisations (systems)", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "enterprises", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "environmental leadership", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "staff", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.subject.yso", "value": "personnel administration", "language": null, "element": "subject", "qualifier": "yso", "schema": "dc"}, {"key": "dc.rights.url", "value": "https://rightsstatements.org/page/InC/1.0/", "language": null, "element": "rights", "qualifier": "url", "schema": "dc"}]
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