Green HRM practices, green capability and green performance: the avenues towards greener economy

Abstract

This study examines green performance (GP) through green human resource management (green HRM) practices and green capability (GC) in Saudi Arabia’s manufacturing sector. This study employed a quantitative method with a survey strategy that utilized a questionnaire. In total, the study used 396 valid cases collected from middle‑ and top‑level management employees. Using the structural equation model (SEM), the findings suggest that green HRM practices, such as green skill development (GSD), green motivation (GM), green involvement (GI), and green empowerment (GE), exert a significant positive effect on GC and GP. On the other hand, GC emerged as a non‑significant positive predictor of GP. Furthermore, GC is a significant mediator that develops a positive association between green HRM practice factors, such as GSD, GM, GI, and GP. By contrast, GC did not mediate the association between GE and GP. The findings of this study provide novel insights into the building blocks that underline the robust relationship between green HRM, GC, and GP. Moreover, this study would be helpful for policymakers to boost a greener environment to bring sustainability and GP in an emerging economy.

Keywords

• Green performance
• green HRM practices
• green capability
• manufacturing sector
• emerging economy
• M1