Catalytic Effect of Green Human Resource Practices on Sustainable Development Goals: Can Individual Values Moderate an Empirical Validation in a Developing Economy?

Abstract

Utilizing the framework of the theory of planned behavior, a new model has been extracted and validated empirically to explore the role of green human resource management (GHRM) practices in the attainment of the sustainable development goals (SDGs) among textile manufacturing firms. Therefore, this research study is the first attempt to empirically investigate the impact of green skills and employee green attitudes that may proffer a better explanation of the nature of the relationship between GHRM and the SDGs, proposing an inclusive re`search model on the effect of GHRM on the SDGs in the hi-tech manufacturing industry. Questionnaires were distributed to 465 textile firms; however, of those returned, only 197 surveys completed in all respects were used for further empirical investigation. PLS-SEM was used to analyze the data to assess the validity and reliability of the instrument. The outcomes of the study affirmed the theoretical model according to which GHRM has a positive association with employee green attitudes, employee skills, decent work, and sustainable consumption and production behavior. Employee green attitudes and decent work had a positive effect on sustainable consumption and production behavior. It is also beneficial to identify significant moderators to explain the processes and circumstances through which the attitudes of employees are transformed into the desired behaviors. Therefore, individual green values were taken as moderators in the study to assess how they impacted the relationship between GHRM and employee green attitudes, as well as that between employee green attitudes and sustainable consumption and production behavior. The results also revealed that an employee’s green attitude acted as a partial mediator between GHRM and decent work. Moreover, employee green attitudes and employee skills fully mediated between GHRM and sustainable consumption and production behavior.

The Impact of Digital Transformation on Sustainable Development: The Mediating Role of Development of Human Resources Management Practices “An Empirical Study on Private Hospitals

“…-Research results also mentioned that the third main hypothesis (H3) which investigates the direct impact of development of HRM practices on sustainable development dimensions was supported. This result agreed with Al-Hakim & Nasr (2014) and partially with Zubair & Khan (2019); Taha &Taha (2022); El Sawy (2022); Liu et al, (2022) that reflected that there is significant positive direct impact of development of HRM practices on enhancing the dimensions of sustainable development. This means that development of human resources management practices may lead to a positive impact on economic and social welfare, and has essential impact on the environment affecting sustainability as a whole.…”

Development of a Green Competency Matrix Based on Civil Servants’ Perception of Sustainable Development Expertise

“…Perceptual theory studies have received extensive research on how people assess various activities, needs or concepts. Researchers have highlighted the importance of experience in shaping appraisal skills [52]. People tend to observe and evaluate external aspects based on their own example, on past experiences that can be evaluated by identifying known causes or effects, on cognitive abilities or on their own feelings triggered by external factors [53].…”

“…The successful implementation of sustainable development policies depends on having a high level of green skills among employees [50][51][52], skills that are in line with the level of responsibility and the job description of the employee within the organisation. The identification, implementation, nurturing and assessment of the efficiency or usefulness of such skills are key concerns for governance in public or private sectors.…”

Green Human Resource Management/Supply Chain Management/Regulation and Legislation and Their Effects on Sustainable Development Goals in Jordan

“…It can be linked to the SDGs 8, 12, 13, and 15 by promoting sustainable workplace practices and reducing their operations' environmental impact. For instance, this can include the use of automated application processes, green interview processes through Skype and Zoom, the advertisement of jobs on e-career portals, psychometric tests to evaluate applicants' green behavior value system, digital tools, telecommuting and remote work, and the inclusion of green competencies in job requirements and advertisements [31,35,36,41,42].…”