| Abstract [eng] |
THE INFLUENCE OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ON DIFFERENT GENERATION EMPLOYEE RETENTION Gabrielė KASTECKAITĖ Paper for the Master‘s degree Human Resource Management Master‘s Program Faculty of Economics and Business Administration Supervisor – prof. G. Drūteikienė, 2022 SUMMARY 47 pages, 18 charts, 10 pictures, 57 references. The main purpose of this master thesis is to find out whether companies are applying Green Human resource practises and if GHRM practices influences different generation employee retention. The work consists of three main parts; the literature review and analysis, the research and its results, conclusion and recommendations. Literature analysis reviews the theory of GHRM practices, different generations characteristics and reviews what is retention and theories about it. In this literature review the main concepts of GHRM are presented, how it affects people and what it brings to the company. Also, discussion of different generations how are they similar and different at the same time. Finishing with retention – it’s best practices and motivations behind it. After the literature analysis the author has carried out the study about Green Human resource management practices and if they are being used, retention, also people’s opinions about sustainability, and their demographic characteristics. There were 297 respondents, between the ages of 18 and 56 and above, who have answered to questionnaire. The main purpose of the questionnaire was to find out if companies that respondents are working at are using Green Human resource management practices as well as their opinion about retention, meaning that questions were targeted to find out whether they would like to change jobs or pursue career in the current workplace. Also, questionnaire had three control questions, that were targeted to find out whether respondents care about sustainability and environment as well as whether they care about other companies’ green initiatives and reputations, as well as whether they would be motivated to stay if their workplace would start integrating Green Human Resource Practices. The results of the research were statistically processed with the SPSS programme. Cronbach’s Alpha coefficient was used to determine the alignment of the Likert scales’; in GHRM case, it was higher than 0.9, which indicates that the scale used were consistent. However, in retention case there was a need to remove 4 variables to get indicator higher than 0.7. In order to establish whether GHRM practices influences different generation workers retention, Mann-Whitney U-test and Kruskall-Wallis test were done, as well as moderation test. The conclusions and recommendations summarize the main concepts of literature analysis as well as the results of the performed research. The author believes that the results of the study could give useful guidelines to the companies that are going to implement GHRM practices, and could help the companies that have already implemented GHRM practices to prevent turnover despite different age workers. |
