THE EFFECT OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ON SUSTAINABLE PERFORMANCE WITH GREEN INNOVATION AS MEDIATING VARIABLE: AN EMPIRICAL STUDY
| dc.contributor.author | Alja’ar, Baha’ | |
| dc.date.accessioned | 2022-09-21T09:21:55Z | |
| dc.date.available | 2022-09-21T09:21:55Z | |
| dc.date.issued | 2022-02-17 | |
| dc.description.abstract | Green human resources management (GHRM) is a critical research issue that has been studied in recent decades. In this study, the question is how GHRM practices will affect the sustainable performance in presence of green innovation as a mediating variable in manufacturing firms in Palestine. To this end, the implementation level of GHRM practices, green innovation and sustainable performance is evaluated. A research model was developed to link between variables. The data collected from manufacturing firms were done via questionnaire as an instrument for quantitative methods. More specifically, 58 valid questionnaires could be obtained from managers of the targeted manufacturing industries working in Palestine. The research model was assessed by partial least squares structural equation modeling (PLS-SEM) using Smart-PLS software. The findings revealed that GHRM practices, green innovation and sustainable performance are implemented at a moderate level in manufacturing firms. It has been found that the most influence GHRM practices is green analysis and description of job position whereas green performance assessment was the least influential practice. In term of green innovation the findings confirmed that green product innovation followed by green process innovation were the most influence green innovation practices. Moreover, the results confirmed that GHRM practices and green innovation have significant positive effect on sustainable performance. Moreover, GHRM practices also positively and significantly affect green innovation. The results confirmed that the green innovation partially mediates the relation between GHRM practices and sustainable performance. Accordingly, a conceptual framework was also developed which formed a guideline for policy makers in manufacturing firms on how to use GHRM practices in increasing the employee’s commitment to environment in order to maximize sustainable performance. Furthermore, the study provides a useful information regarding to green innovation in manufacturing sector in Palestine which considered a base for researchers and managers in future research directions, as the literature revealed that there is no similar work which exploring the mediating effect of green innovation on the relationship between GHRM practices and sustainable performance in Palestinian manufacturing firms. The study also contributes in deep understanding of the concepts of GHRM practices, green innovation and sustainable performance, and provides empirical evidence about the relation between these variables and recommends other studies to repeat this study with larger sample size which confirm the results or investigate the effect of other variables on sustainable performance. | en_US |
| dc.identifier.uri | https://hdl.handle.net/20.500.11888/17338 | |
| dc.language.iso | en | en_US |
| dc.publisher | جامعة النجاح الوطنية | en_US |
| dc.subject | Green human resources management (GHRM), green innovation, sustainable performance, partial least squares structural equation modeling (PLS-SEM), manufacturing sector | en_US |
| dc.supervisor | Dr. Mohammed Alsayed Dr. Yahya Saleh | en_US |
| dc.title | THE EFFECT OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ON SUSTAINABLE PERFORMANCE WITH GREEN INNOVATION AS MEDIATING VARIABLE: AN EMPIRICAL STUDY | en_US |
| dc.title.alternative | تأثير ممارسات إدارة الموارد البشرية الخضراء على الأداء المستدام مع الابتكار الأخضر كمتغير وسيط: دراسة تجريبية | en_US |
| dc.type | Thesis | en_US |