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

Mohammad Kanan (), Baha Taha, Yahya Saleh, Mohammed Alsayed, Ramiz Assaf, Mohamed Ben Hassen, Elham Alshaibani, Ali Bakir and Weam Tunsi
Additional contact information
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
Weam Tunsi: Human Resources Department, College of Business Administration (CBA), University of Business and Technology (UBT), Jeddah 21448, Saudi Arabia

Sustainability, 2023, vol. 15, issue 2, 1-27

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.

Keywords: green human resources management (GHRM); green innovation; sustainable performance; partial least squares structural equation modeling (PLS-SEM); manufacturing sector (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2023
References: View references in EconPapers View complete reference list from CitEc
Citations: View citations in EconPapers (2)

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