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Green Innovation as a Mediator between Green Human Resource Management Practices and Sustainable Performance in Palestinian Manufacturing Industries

Author

Listed:
  • Mohammad Kanan

    (Industrial Engineering Department, University of Business and Technology (UBT), Jeddah 21448, Saudi Arabia)

  • Baha Taha

    (Engineering Management Master Program, Faculty of Graduate Studies, An-Najah National University, Nablus P.O. Box 7, Palestine)

  • Yahya Saleh

    (Department of Industrial Engineering, An-Najah National University, Nablus P.O. Box 7, Palestine)

  • Mohammed Alsayed

    (Department of Energy Engineering and Environment, An-Najah National University, Nablus P.O. Box 7, Palestine)

  • Ramiz Assaf

    (Department of Industrial Engineering, An-Najah National University, Nablus P.O. Box 7, Palestine)

  • Mohamed Ben Hassen

    (Textile Engineering Laboratory, Monastir University, ISET Ksar Hellal, Monastir 5070, Tunisia)

  • Elham Alshaibani

    (College of Business Administration, University of Karbala, Karbala 56001, Iraq)

  • Ali Bakir

    (College of Business Administration, University of Business and Technology, Jeddah 21448, Saudi Arabia
    Human Resources Department, Buckinghamshire New University, High Wycombe HP11 2JZ, UK)

  • Weam Tunsi

    (Human Resources Department, College of Business Administration (CBA), University of Business and Technology (UBT), Jeddah 21448, Saudi Arabia)

Abstract

Green human resources management (GHRM) is a critical research issue that has emerged in recent decades. This study aims to investigate the effect of GHRM practices on sustainable performance, with green innovation as a mediating variable, in manufacturing firms in Palestine. To this end, a research model was developed, and a self-administered questionnaire was designed and distributed to a random sample of top management personnel in manufacturing firms in Palestine. The research model was assessed via the partial least squares structural equation modeling (PLS-SEM) using the Smart-PLS software, based on a sample of 58 responses. The model revealed that GHRM practices, green innovation, and sustainable performance are implemented at a moderate level. Moreover, the results confirmed that GHRM practices and green innovation have significant positive effects on sustainable performance. GHRM practices also positively and significantly affect green innovation. Green innovation partially mediates the relation between GHRM practices and sustainable performance. The results of this research present a conceptual framework and a guideline for policymakers in manufacturing firms on how to use GHRM practices to strengthen employees’ commitment to the environment in order to maximize sustainable performance. Furthermore, the study provides a holistic view of GHRM practices, green innovation, and sustainable performance; such a perspective is considered a foundation for future research directions and provides empirical evidence about the relationships between these variables.

Suggested Citation

  • Mohammad Kanan & Baha Taha & Yahya Saleh & Mohammed Alsayed & Ramiz Assaf & Mohamed Ben Hassen & Elham Alshaibani & Ali Bakir & Weam Tunsi, 2023. "Green Innovation as a Mediator between Green Human Resource Management Practices and Sustainable Performance in Palestinian Manufacturing Industries," Sustainability, MDPI, vol. 15(2), pages 1-27, January.
    • Handle: RePEc:gam:jsusta:v:15:y:2023:i:2:p:1077-:d:1027320
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    References listed on IDEAS

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    Cited by:

    1. Aline Elias & Karin Sanders & Jing Hu, 2023. "The Sustainable Human Resource Practices and Employee Outcomes Link: An HR Process Lens," Sustainability, MDPI, vol. 15(13), pages 1-18, June.
    2. Mansour Alyahya & Meqbel Aliedan & Gomaa Agag & Ziad H. Abdelmoety, 2023. "The Antecedents of Hotels’ Green Creativity: The Role of Green HRM, Environmentally Specific Servant Leadership, and Psychological Green Climate," Sustainability, MDPI, vol. 15(3), pages 1-18, February.

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