Prácticas de Gestión de Recursos Humanos Verdes y su Impacto en el Desempeño Sostenible del Sector

Autores/as

  • Sahilali Saiyed Chaoyang University of Technology https://orcid.org/0009-0000-0607-0868
  • Mahedi Hasan Department of International Graduate School of Artificial Intelligence, National Yunlin University of Science and Technology
  • Raiyan Chowdhury Department of Business Administration, Bangladesh Army International University of Science and Technology https://orcid.org/0009-0000-4611-188X
  • Md Akmal Hossain Department of Business Administration, National University, Bangladesh
  • Sale Musa Departments of Economics and Finance, University of Vienna https://orcid.org/0009-0003-8565-7481
  • Vimal Kumar Department of Information Management, Chaoyang University of Technology, Taiwan

DOI:

https://doi.org/10.47197/retos.v67.113288

Palabras clave:

ability-motivation-opportunities theory, employee involvement, green hiring, green human resource management, sustainable performance, teoría de habilidad, motivación y oportunidad, implicación de los empleados, contratación verde, gestión verde de los recursos humanos, desempeño sostenible

Resumen

Introducción: A medida que la sostenibilidad se convierte en una preocupación global, el sector deportivo también tiene una participación significativa en la degradación ambiental. Por ello, es un ámbito clave para la investigación orientada a lograr objetivos sostenibles.

Objetivo: Estesstudioanaliza la influencia de las prácticas de gestión verde de los recursos humanos —contratación verde, formación verde, gestión del desempeño e implicación de los empleados— en el desempeño sostenible de las empresas del sector de servicios deportivos en la India.

Metodología: Se aplicó un muestreo aleatorio estratificado para garantizar representatividad entre diferentes industrias del sector. Se encuestó a 500 personas en la región de Delhi Capital Nacional. Se emplearon estadísticas descriptivas, análisis de varianza de un solo factor y análisis de regresión. El marco teórico se basó en el modelo de habilidad, motivación y oportunidad.

Resultados: Los resultados muestran que la contratación verde, la formación verde y la gestión del desempeño tienen un impacto positivo y significativo en el desempeño sostenible. No se observó una relación significativa con la implicación de los empleados.

Discusión: Las diferencias en la aplicación de estas prácticas entre organizaciones indican la necesidad de estrategias más específicas para mejorar los resultados ambientales.

Conclusiones: La integración de prácticas verdes en los procesos operativos puede reforzar el desempeño sostenible, especialmente mediante sistemas eficaces de contratación, formación y evaluación.

Biografía del autor/a

  • Sahilali Saiyed, Chaoyang University of Technology

    Is a research scholar from India doing PhD

  • Mahedi Hasan, Department of International Graduate School of Artificial Intelligence, National Yunlin University of Science and Technology

    Is a research scholar from Bangladesh study in a renowned university in Taiwan

  • Raiyan Chowdhury, Department of Business Administration, Bangladesh Army International University of Science and Technology

    Is also a research scholar 

  • Vimal Kumar, Department of Information Management, Chaoyang University of Technology, Taiwan

    Is world's top 1 per cent researcher and has huge contribution in this paper


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Publicado

11-05-2025

Número

Vol. 67 (2025)

Sección

Artículos de carácter científico: investigaciones básicas y/o aplicadas

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Derechos de autor 2025 Sahilali Saiyed, Mahedi Hasan, Raiyan Chowdhury, Md Akmal Hossain, Sale Musa, Vimal Kumar

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Cómo citar

Saiyed, S., Hasan, M., Chowdhury, R., Hossain, M. A., Musa, S., & Kumar, V. (2025). Prácticas de Gestión de Recursos Humanos Verdes y su Impacto en el Desempeño Sostenible del Sector . Retos, 67, 946-961. https://doi.org/10.47197/retos.v67.113288