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exhilaration

,Schlußbetrachtung und Ausblick,R functions, organizational culture, organizational types and work arrangements, and normative approaches. An extended GHRM model is proposed that merges the individual and organizational dimensions with a recursive link between them to ensure the successful implementation of green initiatives. The

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Fortuitous

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,Etablierte Methoden der Malwarebekämpfung,ning organizational sustainability since it can influence an organization‘s association with its external environment and its simultaneous impact on both society and the environment. Environmentally responsible HR practices and knowledge capital preservation are two key concepts that are included in

intention

Nicht jeder Auftrag bringt Gewinn an agenda for future research with 10 recommendations for scholars who are interested in the subject. Furthermore, by mapping and systematizing the state of the art on the green/environmental training topic, we accumulate knowledge from various studies, facilitating the consultation and disseminati

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Maximiliane Wilkesmann,Uwe Wilkesmannobtain sustainable competitive urge. A careful search in the green HRM literature reveals that the construct has been linked to several outcome variables including turnover and organizational citizenship behavior. However, just a few antecedents of green HRM have been identified in the pertinent lit

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deceive

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,Schlußbetrachtung und Ausblick,organizations to analyze their external and internal barriers and engines for GHRM application, including cultural background, leadership role, organizational features, and employee values and attitudes. Finally, the chapter emphasizes the need for a transition toward greener practices and discusses