The Mediating Effect of Organisational Sustainability and Employee Behaviour on the Relationship between GHRM and Sustainable Performance in Qatar

Abstract

This study examined the influence of green human resource management (GHRM) practices on Sustainable Performance (SP) and how GHRM practices can help organizations improve their EP through Organisational Sustainability (OS) and Employee Behaviour (EB). The research was based on a questionnaire survey with 216 replies from Qatar Private companies; important respondents were from each industry, limited to top management, HR managers, quality managers, or Private companies’ employees. The questionnaires’ reliability and validity were examined. Data was investigated using the PLS-SEM route modeling technique to test the hypothesis. The empirical data demonstrate that GHRM practices considerably impact SP, with EB acting as a mediating factor. Theoretically, this study has added to the GHRM literature by identifying a link between GHRM practices and EP results in Qatari private enterprises. By examining the indirect effects of GHRM practices on SP via OS and EB, this study adds to the body of knowledge. According to the findings, GHRM practices may encourage employees to engage in green behavior to improve environmental performance.

A systematic review of the impact of human resource management strategies on green supply chain management practices for achieving strategic objectives

“…Green training, for instance, can increase employee engagement and retention while also benefiting the environment (Arora et al, 2023;Faisal, 2023;He & Wang, 2023). Implementing green HRM practices can lead to higher employee engagement and satisfaction, which can contribute to achieving an organisation's strategic objectives (Alenzi, Jaaffar & Khudari, 2022;Arora et al, 2023). Offering sustainability-oriented incentives as part of HRM strategies can motivate employees and contribute to environmental sustainability, ultimately affecting an organisation's strategic objectives (Ahmad, 2015;Khan, Rasli & Qureshi, 2017;Alenzi et al, 2022;Arora et al, 2023).…”

“…Implementing green HRM practices can lead to higher employee engagement and satisfaction, which can contribute to achieving an organisation's strategic objectives (Alenzi, Jaaffar & Khudari, 2022;Arora et al, 2023). Offering sustainability-oriented incentives as part of HRM strategies can motivate employees and contribute to environmental sustainability, ultimately affecting an organisation's strategic objectives (Ahmad, 2015;Khan, Rasli & Qureshi, 2017;Alenzi et al, 2022;Arora et al, 2023). Participative decision-making, a practice that involves employees in the decision-making process through green HRM practices, can lead to improved environmental performance and organisational sustainability (Daily & Huang, 2001;Jackson, Renwick, Jabbour & Muller-Camen, 2011;Renwick, Redman & Maguire, 2013;Alenzi et al, 2022;Faisal, 2023).…”

“…Offering sustainability-oriented incentives as part of HRM strategies can motivate employees and contribute to environmental sustainability, ultimately affecting an organisation's strategic objectives (Ahmad, 2015;Khan, Rasli & Qureshi, 2017;Alenzi et al, 2022;Arora et al, 2023). Participative decision-making, a practice that involves employees in the decision-making process through green HRM practices, can lead to improved environmental performance and organisational sustainability (Daily & Huang, 2001;Jackson, Renwick, Jabbour & Muller-Camen, 2011;Renwick, Redman & Maguire, 2013;Alenzi et al, 2022;Faisal, 2023). The evidence from the SLR suggests that HRM strategies, particularly green HRM practices, play a significant role in improving the effectiveness of GSCM practices in achieving an organisation's strategic objectives by improving employee engagement, promoting sustainability, and facilitating participative decision-making.…”

“…Green training is widely acknowledged as an key human resource management strategy that significantly influences the effectiveness of green supply chain management practices (Ahmad, 2015;Abdelmotaal & Abdel-Kader, 2016;Alenzi et al, 2022;Al-Hadrami, Sakti & AlKhalifa, 2024). It is recognised as the most effective practice within green HRM, encouraging employee awareness and enabling businesses to support environmentally friendly services and products (Yafi, Tehseen & Haider, 2021).…”

“…Employee engagement is crucial for the success of GSCM practices in achieving an organisation's strategic objectives (Alenzi et al, 2022;Arora et al, 2023). It is noted that green HRM practices, including green recruitment and selection, green pay and rewards, and green employee involvement, have a positive impact on corporate sustainability practices 2.…”