Towards organisational sustainability through green HRM practices in the Middle East context
Empirical evidence using a multi-level approach
Bibliographic Data
| ID | 17832596 |
|---|---|
| Authors | Masoud Alhaider (0009-0003-7394-7350, King Abdulaziz University, corresponding author), Saif Ud Din (0000-0002-5096-8365, King Abdulaziz University) |
| Year | 2026 |
| Publication date | 2026-03-21 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Humanities and Social Sciences Communications (JOURNAL) |
| Journal identifiers | ISSN: 2662-9992 • E-ISSN: 2662-9992 |
| Publisher | Palgrave Macmillan (PUBLISHER • GB) |
| DOI | 10.1057/s41599-026-06792-1 |
| OpenAlex | W7139942309 |
| Language | EN |
| References cited | 36 |
This study examines the influence of Green Human Resource Management (GHRM) practices on organisational sustainability based on survey data from 159 respondents (39 managers and 120 employees) across five service industries in Saudi Arabia. Data were analysed using a multi-level design and hierarchical linear modelling. Findings show that GHRM practices directly enhance sustainability through structural pathways such as recruitment standards and certification, while employee eco-friendly behaviour (E-EFB) partially mediates the link between GHRM and organizational sustainability. The observed E-EFB partial mediation mechanism integrates the Ability–Motivation–Opportunity (AMO) and Social Identity perspectives, as it demonstrates the concurrent operation of behavioural and structural pathways under Saudi Vision 2030. Moreover, presenting evidence from service industries in Saudi Arabia extends prior research in the Gulf Corporation Countries (GCC) beyond the manufacturing contexts. Practically, the study identifies high impact levers like training, performance reviews, and incentives programs that directly influence sustainability, as well as structural elements like certification and hiring. The study offers actionable insights for policymakers seeking to embed sustainability into organisational systems by linking outcomes to Sustainable Development Goals (SDGs 8, 12, and 13)
Empirical evidence · Empirical research · Middle East · Middle management · Sustainability · Sustainable development · Environmental Sustainability in Business · Organizational and Employee Performance · Socioeconomic Development in MENA
The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance
Effects of Green HRM Practices on Employee Workplace Green Behavior
Relationship between corporate social responsibility at the micro-level and environmental performance
Green Human Resource Management and Employee Green Behavior
Green Human Resource Management
Green human resource management practices
Social Identity Theory and the Organization
Shaping a Sustainable Future Through Multilevel Environmental Behaviors Inside and Outside Organizations
Employee Green Behavior
Linking Green Human Resource Practices and Environmental Economics Performance
Greening the hospitality industry
Hotels' environmental policies and employee personal environmental beliefs
The moderator–mediator variable distinction in social psychological research
| Citation velocity | historical |
|---|---|
| Highly cited | No |