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Sustainability Starts with HR: Exploring Green HRM Practices in the UAE

In: Green Human Resource Management

Author

Listed:
  • Nitin Patwa

    (SP Jain School of Global Management Dubai, Mumbai, Singapore, Sydney)

  • Daisy Mui Hung Kee

    (Universiti Sains Malaysia)

Abstract

This book chapter highlights the significance of incorporating green human resource managementGreen Human Resource Management (GHRM) practices to create valueValue for stakeholdersStakeholder. Specifically, it focuses on identifying and evaluating factors that contribute to the successful implementation of GHRM in the United Arab EmiratesUnited Arab Emirates (UAE). To examine the relationship between GHRM pillars and its adoption, we employed structural equation modeling (SEM)Structural equation modelling and assessed model fitness using ADANCO 2.1. The five pillars of GHRM—green recruitmentRecruitment, green reward, and benefits, green performance managementGreen performance management, green trainingTraining and developmentGreen training and development, and green employeeEmployee relations—were found to be strongly related to the adoption of GHRM. The results suggest that implementing GHRM can have a significant impact on stakeholdersStakeholder’ valueValue creation, underscoring the importance of adopting sustainableSustainable HR practices in the workplace.

Suggested Citation

  • Nitin Patwa & Daisy Mui Hung Kee, 2024. "Sustainability Starts with HR: Exploring Green HRM Practices in the UAE," Springer Books, in: M. Y. Yusliza & D.W.S. Renwick (ed.), Green Human Resource Management, pages 213-229, Springer.
    • Handle: RePEc:spr:sprchp:978-981-99-7104-6_12
    DOI: 10.1007/978-981-99-7104-6_12
    as

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