This scientific paper focuses on in-depth knowledge of the concept of green human resource management in the field of management and business. For this purpose, the authors have used a systematic literature review to study the scientific research papers published in Google Scholar. The research results led to the appearance of 925 scientific articles from 2006 to 2022. By relying on many of the criteria that were identified, only 131 articles were chosen that are the most valuable and related to the management of green human resource management in the field of management and business, which intends to determine the impact of the application of green human resource management practices on organizations and to know the primary benefits, mechanisms and implementation procedures. The current study reached several conclusions, among which green human resource management practices is the best way to survive and preserve organizations, considering the concerns of protecting the global environment. A proposed theoretical model has been reached that shows the consequences of all green human resource management practices on the work of organizations and the added values achieved by their application.
This research paper aims to study the impact of high-performance work systems (HPWS) according to the AMO includes three human resource management practices which are (Ability-enhancing human resource management practices, motivation-enhancing human resource management practices, and opportunities -enhancing human resource management practices). The authors select a random sample of 400 individuals from 10 banks in Saudi Arabia, Egypt, Sudan to prove the validity of the hypotheses; The study found a set of results and one of them indicate that there is a significant positive relationship among high-performance work systems according to the AMO model on the results of human resource performance.
The research paper pursues to know the effect of NLP practices on leadership succession planning strategy by applying to The Leaders of King Khalid University and Qualified Personnel for the Leadership position. After reviewing the literature, the researchers formulated a hypothetical model for the study that includes the central hypothesis from which six sub-hypotheses emerge, including measuring the impact of NLP pillars on leadership succession planning strategy. A sample size of 100 individuals was selected, representing the research population represented by the deans and deans of the university and colleges and heads of departments in colleges at King Khalid University in Saudi Arabia. The response rate was 82%, with 82 valid questionnaires for analysis. The study relied on Structural Equation Modeling (SEM) by AMOS (V.26) and SPSS (V.25) for data analysis and hypotheses. The study found a positive and significant effect between NLP and leadership succession planning strategy. NLP confirmed its re-formulation of standard mental models to understand and facilitate the process of thinking and training, which helps successive leaders understand the ideas and beliefs of current leaders and their ways of thinking in solving problems and facing crises. In addition, NLP plays a vital role in increasing the successive leader’s sense of the need to establish their reputation for outstanding performance after similarity and learning from the model. Finally, the novice leader needs a model and role model to help him control the way he feels, transforming it into positive thinking that stimulates energy and focuses on goals, which the application of NLP practices does. So, this study is recommended the necessity of activating leadership succession planning strategy within universities through establishing a leadership academy in which NLP methods are practiced, as this academy has a significant impact on achieving leadership succession and the continuation of pipelines of leaders.
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