The
concept
of
Green
Human
Resource
Management
(GHRM)
is
regarded
as
a
major
turning
point
in
managing
human
capital
among
firms.
Sustainable
practices,
ecofriendly
initiatives,
and
adequate
management
employees
(i.e.
recruitment,
training,
performance,
rewards,
involvement)
are
fundamental
aspects
GHRM,
which
enable
improvements
the
performance
firms
enhanced
competitiveness
their
rivals.
In
this
regard,
current
study
takes
quantitative
approach
towards
analyzing
GHRM
practices
effects
on
employee
retention
hotels
UAE.
Furthermore,
indirect
effect
green
innovation
analyzed
potential
mediating
variable
that
can
better
explain
GHRM-employee
relationship.
A
total
207
from
five
5*-hotels
were
selected
participants
to
provide
information
regarding
factors
under
examination
research.
collected
data
using
Smart-PLS
v.3
via
PLS-SEM
technique.
perspective
outcome
initiatives
willingness
remain
greatly
contribute
understanding
its
effectiveness
context
hotel
industry
UAE,
thus,
aid
practitioners
scholars
alike.
Merits,
Journal Year:
2025,
Volume and Issue:
5(2), P. 8 - 8
Published: April 1, 2025
The
transition
to
a
Circular
Economy
(CE)
is
fundamental
response
contemporary
environmental
and
economic
challenges.
Sustainable
human
resource
management
(SHRM)
pivotal
in
equipping
the
workforce
with
green
skills,
reskilling
strategies,
fostering
organisational
sustainability.
This
study
undertakes
comparative
analysis
of
Portugal
Sweden
examine
influence
SHRM
strategies
on
CE
adoption.
Utilising
Eurostat
data
employing
statistical
analyses,
assesses
training,
circular
material
use,
employment
growth
both
countries.
findings
reveal
that
exhibits
considerably
higher
engagement
training
(32.26%
vs.
10.87%
Portugal),
more
prevalent
use
(7.73%
2.31%),
consistent
job
(higher
R2
regression
models).
These
underscore
role
well-designed
public
policies
adoption,
underscoring
their
alignment
Development
Goals
(SDGs),
particularly
SDGs
8
12.
insights
derived
from
this
are
significance
for
policymakers
organisations
seeking
enhance
sustainability
business
models.
International Journal of Business Ecosystem and Strategy (2687-2293),
Journal Year:
2025,
Volume and Issue:
7(2), P. 88 - 105
Published: May 2, 2025
The
hospitality
business
faces
the
complex
task
of
environmental
sustainability
due
to
its
significant
carbon
footprint.
This
field
research
remains
inadequately
examined,
particularly
in
Africa.
intends
investigate
green
human
resource
management
and
impact
on
sustainable
performance
a
specific
hotel
Lagos
State,
Nigeria.
primary
questions
objectives
were
addressed
through
an
interpretative
paradigm
utilising
qualitative
case
study
methodology,
employing
purposive
sampling
from
sample
size
10
participants
via
semi-structured
interviews,
with
data
subjected
thematic
analysis.
resource-based
view
theory
served
as
framework
for
investigation.
Furthermore,
two
topics
emerged
study's
findings:
existing
techniques
employees.
Ultimately,
determined
that
is
essential
operations
advocated
standardisation
practices
within
selected
hotel,
while
concurrently
endorsing
ongoing
training
programs
enhance
workforce
dedicated
sustainability.
significantly
contributes
both
practice
leaders
provides
practical
insights
industry
management.
International Journal of Manpower,
Journal Year:
2023,
Volume and Issue:
45(4), P. 801 - 819
Published: Oct. 31, 2023
Purpose
Drawing
on
affective
events
theory
(AET),
this
study
aims
to
examine
how
green
human
resource
management
(GHRM)
practices
influence
employees'
environmental
commitment
(EEC)
and
organizational
citizenship
behavior
for
the
environment
(OCBE)
through
mediating
role
of
harmonious
passion
(HEP).
Design/methodology/approach
Time-lagged
multisource
data
were
collected
from
employee–coworker
dyads
(
n
=
231)
working
in
manufacturing
companies.
The
analyzed
using
partial
least
squares
(PLS)
structural
equation
modeling
(SEM)
technique.
Findings
Results
revealed
that
GHRM
predicted
both
EEC
OCBE
significantly.
Further,
HEP
partially
mediated
relationship
with
OCBE.
Originality/value
This
provides
new
insights
towards
unattended
processes
underlie
link
between
employee
outcomes
a
coherent
theoretical
lens
AET.
It
spotlights
implementing
as
strategic
choice
helps
evoke
among
employees,
which
is
an
essential
determinant
eco-friendly
attitude
behavior.
The
concept
of
Green
Human
Resource
Management
(GHRM)
is
regarded
as
a
major
turning
point
in
managing
human
capital
among
firms.
Sustainable
practices,
ecofriendly
initiatives,
and
adequate
management
employees
(i.e.
recruitment,
training,
performance,
rewards,
involvement)
are
fundamental
aspects
GHRM,
which
enable
improvements
the
performance
firms
enhanced
competitiveness
their
rivals.
In
this
regard,
current
study
takes
quantitative
approach
towards
analyzing
GHRM
practices
effects
on
employee
retention
hotels
UAE.
Furthermore,
indirect
effect
green
innovation
analyzed
potential
mediating
variable
that
can
better
explain
GHRM-employee
relationship.
A
total
207
from
five
5*-hotels
were
selected
participants
to
provide
information
regarding
factors
under
examination
research.
collected
data
using
Smart-PLS
v.3
via
PLS-SEM
technique.
perspective
outcome
initiatives
willingness
remain
greatly
contribute
understanding
its
effectiveness
context
hotel
industry
UAE,
thus,
aid
practitioners
scholars
alike.
