Green Human Resource Management

Social responsibility means that businesses, in addition to maximizing shareholder values, should act in a manner that benefits society. The talk deals with social responsibility and HR, focusing on organizational sustainability and sustainable development in both Brazilian and the US context. Cases focused on organizations (Nike and Natura) were presented to further illustrate core social responsibility issues in Brazil and US.

Purpose-Green human resource management (GHRM) is an arising issue for the tannery industry in the context of developing economies. As the tannery industry can be seen as one of the highest polluting industries on earth, it becomes imperative for the industry to implement GHRM practices for greening the workforce. In this context, the purpose of this paper is to focus on antecedents that will support the implementation of GHRM practices in the tannery industry supply chain. Design/methodology/approach-In this study, an expanded literature review was organized to establish antecedents for implementing GHRM practices. The total interpretive structural modeling (TISM) technique is employed to explore interactions among the identified antecedents. Furthermore, Matriced Impact Croises Multiplication Applique analysis was conducted for determining the driving-dependence power of each antecedent. Findings-The results revealed that "green selection facility," "green recruiting facility," "green organizational culture," "green purchasing," "green strategy towards ES," "regulatory forces towards ES" and "top management commitment towards greening the workforce" are the key antecedents for the exercise of GHRM practices in the tannery industry. Practical implications-The proposed model might support decision makers to understand the interactions among the antecedents of GHRM practices. This model will help managers to understand the impact of one antecedent on another prior to the implementation of GHRM practices in the tannery industry. Originality/value-In this study, the author(s) propose a new version of the interpretive structural modeling approach (ISM), named the TISM technique, for determining the contextual interactions between GHRM initiative antecedents that are very new in the existing literature.

Aim of this paper is to find out the factors which is connecting Green Human Resource Management and Corporate Social Responsibility. Most of research has conducted on finding the critical success of factors of Environmental Human Resource Management adoption in various manufacturing industries. And the hidden Meaning of Green Human Resource Management is to support the eco-friendly activities to safeguard the nature, this is comes under the Corporate Social Responsibility and this is common and unavoidable by every organization. By this sense this article like to elucidate factors which are all promote the sustainability of organization by giving importance on Corporate Social Responsibility through practicing Green Human Resource Management Strategies. We used some variable to construct model related with the reference of various articles. The result of this study represented by 230 valuable questionnaire. We analysed data using SPSS 24

Green HRM hospitals during this era concentrate on the technical competence of employees and managerial because hospitals want to develop initiatives and be innovative in managing the environment that has tremendous managerial implications. In general, Green HRM is said to any or all HR management activities aimed toward improving green behavior (environmentally friendly) and promoting the sustainability of resources owned by hospitals. There's a considerable gap which is that the lack of understanding and inculcation of green behavior for hospital employees. For this reason, it's necessary to formulate the functions and practices of GHRM altogether HR management processes and evaluate their implications for employees' green behavior and overall hospital performance. The hospital is additionally under great pressure from various stakeholders to integrate Green HRM policies and techniques into the hospital strategy because it requires quite high costs. The overall objective of this research is to debate the concept of Green HRM practices in hospitals from a theoretical point of view, study its strategic implementation in various HR activities, and also the ultimate goal of developing green behavior of hospital employees.

In today’s world, green human resource management is one of the most important factors in forward-thinking your environment-friendly business. Most of the researchers are of the view that employees must be empowered and environmentally aware of greening while carrying out green human resource management practices. The present study is examining the impact of different Green human resource practices on environmental behavior directly or indirectly via Pro-environmental behavior. The data is collected through questionnaire from the educational institutions in Baltistan region. The sample size is 300 employees of public universities. A Structure Equation Modelling is utilised to obtain the relationships between the variables. The results show that green human resource management practices have a strong direct impact on Environmental sustainability while the indirect relationship between green environmental training and sustainable environment through a mediator “pro-environmental behav...

Considering the difficult challenges facing the hospitality industry, environmental hotel performance becomes an important issue facing the hospitality industry to satisfy customers' needs. However, employee training plays a critical role in hotels' success, lack of research existed to identify deeply the impact of green employee training on environmental hotel performance. The current paper aims to reveal the influence of both perceived access to green training (PAGT) and perceived support for green training (PSGT) on hotel environmental performance. With a sample of 369 hotel employees and using structural equation model analyses, the results highlighted the positive impact of both PAGT and PSGT on environmental hotel performance. Drawing on these findings, theoretical and managerial implications, and related future research are discussed.

Green HRM means HR practices directed towards greening and contribution in environment sustainability. Our focus of study was GHRM and its implementation with existing HRM practices in colleges where the HR department plays a major role. We have also focused on determining the gap in the application of green HRM practices. The study is conducted in 16 colleges of Navi Mumbai region with the help of questionnaire which has been asked to HR and office and administration department of respective colleges. It has been found that half of the colleges visited are completely aware about Green HRM. Major green practices the colleges do are reusing and conservation of energy. On the basis of our research HR department should motivate and encourage employees to pursue green practices and should give proper training to the employees before implementation of green initiatives. Should encouraging the employees for attending the workshops, conferences and seminars on different aspects of environmental sustainability. Employees should also have given the freedom to modify or create new processes which are eco-friendly within the organization framework and policy and take disciplinary action for the employees who violate rules of green practices

GHRM (Green Human Resource Management) is an important part of sustainability. GHRM can encourage employee commitment and involvement in environmental practices thereby increasing employee ownership and pride, motivating employees to work harder. Therefore, these environmentally friendly practices can help companies develop a good reputation, reduce pressure from stakeholders, and benefit future generations in the long term. This article will review the human resource literature on environmentally friendly human resource management, which will help determine how companies are currently improving their human resource policies in their pursuit of green and to explore the impact of the GHRM practices on employee performance. The implementation of GHRM able to affect a conducive and comfortable work environment so that at work, employees will feel comfortable. The comfort obtained during work encourages employees to improve their work performance.

تهدف الدارسة إلى التعرف على توجه إدارة الموارد البشرية الخضارء وتأثيرها على أداء الموارد البشرية  في  القطاع الصناعي في السودان , ولتحقيق أهداف الدارسة تم الاستعانة بالدارسات السابقة لبناء نموذج الدارسة وكذلك تطوير الفرضيات, واتبعت الدارسة المنهج الوصفي التحليلي ,واستخدمت الاستبانة كأداة رئيسية لجمع  %88) بنسبة استرداد (333البيانات من عينة غير احتمالية البالغ عددها ( ً )  تم معالجة البيانات إحصائيا  تم التأكد من صلاحية النموذج عن طريقة اختبار الفا كرونباخ ,وتوصلت نتائج (AMOS v25)عن طريق الدارسة الى وجود علاقة  إيجابية جزئية بين توجه إدارة الموارد البشرية الخضارء وأداء الموارد البشرية , تم مناقشة النتائج ومقارنتها مع الدارسات السابقة ، ومن ثم تقديم عدد من المقترحات بشأن الدارسات المستقبلية. 
الكلمات المفتاحية :  توجه , الخضارء , أداء ,الموارد البشرية

Green Human Resource Management (GHRM) is increasingly considered as a critical branch of Human Resource Management (HRM) and it is still an emerging field of research that is interesting and highly instrumental in creating and enhancing natural environmental sustainability. This research paper is a systematic attempt to find out some research gaps in GHRM in order to carry out future empirical studies through the adoption of desk research strategy. An extensive literature review was done and it resulted in identifying nine research gaps in GHRM. Among the nine research gaps, two gaps are empirical, six gaps are both theoretical and empirical, and one gap is methodological. Future research studies could be designed and carried out in order to fill these identified research gaps.

Recently, there has been an increasing awareness within the business communities about the significance of going green and adopting the various environment management techniques. As the corporate world is going global day-by-day, the business is experiencing a drastic shift from the conventional financial structure to the modern capacity-based economy which is ready to explore the green economic facets of business.

Abstrak. Pandemi COVID-19 yang terjadi saat ini membawa perubahan dalam seluruh aspek kehidupan manusia. Seluruh bisnis dalam hal ini bisnis rumah sakit dihadapkan pada situasi bergejolak yang memiliki karakteristik "VUCA", (Volatility (perubahan); Uncertainty (ketidakpastian); Complexity (kompleksitas); Ambiguity (ketidak-jelasan). Rumah sakit memerlukan strategi untuk menyesuaikan diri dan meningkatkan kemampuan belajar agar dapat tetap bertahan. Kajian ini ingin mengeksplorasi dan membangun konsep fleksibiltas rumah sakit dan kepemimpinan VUCA (Vision (visi), Understanding (pemahaman), Courage (keberanian), Adaptibility (kemampuan beradaptasi) sebagai strategi alternatif bagi rumah sakit dalam mengantisipasi cepatnya perubahan yang terjadi. Ini merupakan kajian penulis yang saat ini bekerja di rumah sakit dengan merujuk beberapa artikel tentang organisasi dan kepemimpinan. Situasi yang dihadapi rumah sakit saat ini mendorong penulis memberikan kajian tentang pentingnya fleksibilitas organisasi dan strategi kepemimpinan VUCA dalam situasi pandemi COVID-19. Kata kunci: organisasi, kepemimpinan, fleksibilitas organisasi, kepemimpinan VUCA.

In the last few years, global concerns have increased regarding environmental issues. These concerns generated more pressure and necessitated business and industries to develop and use green management by adopting environmentally-friendly practices and products. Today, more than ever before, people are willing to operate in an environmentally responsible way and they understand that they are part of society and should therefore adopt green practices in organisations. Green Human Resources Management (Green HRM) is recently attracting the attention of academic researchers and practitioners. Regardless the importance of green human resource management in various aspects, the literature shows that a broad process frame of reference for Green HRM has yet to emerge. The term Green Human Resource Management is by all accounts an unfamiliar term to most of the people, including experts and academics in HRM. In order to bridge this gap, this paper contributes towards a better understanding of green human resource management and related concepts. Green HRM is simply integrating Human Resource Management with Environmental related issues. Five Green HRM practices are reviewed in this paper. They include green recruitment and selection, green job analysis and design, green training and development, green performance management, and green reward management.

Purpose-This study aims to examine the direct impact of internal green supply chain practices (IGSCP) on green human resource management (GHRM), supply chain environmental cooperation (SCEC) and firm performance (FP). The mediating influences of GHRM and SCEC on the influence of IGSCP on FP are also examined. The study further examines the mediating influence of SCEC on the link between GHRM and FP. Design/methodology/approach-The study uses a quantitative method where data is gathered from human resource and supply chain managers of 139 manufacturing firms (food, beverage and alcohol, textiles, agrochemical and plastics), using customized questionnaires. The data is analyzed using the partial least square structural equation modeling software (SmartPLS 3.2.8). Findings-The results suggest that the adoption of only IGSCP may negatively affect the market and financial performances of firms. However, the implementation of GHRM and SCEC may catalyze IGSCP to improve FP. Originality/val...

Nowadays, managers in the public and private sectors consider having knowledge of green laws and issues as essential to the survival of their organizations. Although today researchers have promoted each issue of green human resource management and green supply chain management separately, but there has been a great deal of delay in integrating these two issues. Therefore, this study first attempts to provide an integrated and coherent framework for linking green human resource management and green supply chain management (GHRM-GSCM). For this purpose, firstly, using a comprehensive literature review of the research, interviews and expert opinion on the ornamental industry, the initial identification of evaluation indicators in green supply chain management and green human resources management was undertaken. In the next step, were determined the causal relations by using the fuzzy DEMATEL method and the fuzzy ANP method with the weight of each of the criteria and sub-criteria. The results of this assessment show that the factors of leadership, flexibility, and environmental importance are identified as effective factors, and optimizing these factors by the Arya array industry can caused to the optimization of other factors (influencing factors).

Green education and development has a great impact upon improving the environmental performance of companies. Using the example of Iranian small and medium-sized oil and gas enterprises, the article evaluates the practices’ effect on environmental performance. The survey covered 386 employees from 30 companies. The most common measures of green human resources management were analyzed. All these practices have a positive and significant effect on the environmental performance of companies. The action of green education and development was introduced as the most effective measure. The results also demonstrated that four practices of green human resources management have a positive and significant impact upon performance due to environmental knowledge. Companies can use the findings of this research in implementing the green human resources management practices and continuous improvement of the environmental performance

Environmental conservation has been a concern to many international, local organizations and individuals for Centuries. Green management initiatives become an important factor in forward-thinking business around the world as a means of combating environmental degradation caused by organizations. Moreover, industrialization has contributed to the global environmental problems we are witnessing today and Tanzania industrialization drive cannot ignore this fact. Research is one of best ways for investigating, understanding and solving problems. Although number of researches has been done on Green Human Resource Management (Green HRM), still there is no sufficient literature on the subject. To bridge this gap this study investigated the role of green recruitment and selection on performance of processing industries in Tanzania by using Tanzania Tobacco Processors Limited (TTPL) as a case study. The study sough to specifically assess the application of green recruitment and selection at TTPL, determining whether green recruitment and selection attract more and better job candidates, and establishing the relationship between green recruitment and selection and organizational performance. It was found that green recruitment and selection practices are in place and they contribute in attracting more qualified job candidates. The 36 study also found a linear relationship between green recruitment and selection and performance. Further, the study recommends institutionalization of green recruitment and selection and other green HRM practices in order improve organizational performance. Regulatory and statutory bodies are recommended to ensure that green practices are put in place by organizations for organizational and environmental sustainability.

اهتم البحث الحالي بصفة أساسية بتوصيف ممارسات إدارة الموارد البشرية الخضراء وأبعاد سلوكيات المواطنة التنظيمية البيئية، وكذلك تحديد طبيعة ونوع العلاقة بين أبعاد ممارسات إدارة الموارد البشرية الخضراء وسلوكيات المواطنة التنظيمية البيئية، فضلاً عن تحديد كيفية تحسين مستوى سلوكيات المواطنة التنظيمية البيئية من خلال الاهتمام بممارسات إدارة الموارد البشرية الخضراء بالتطبيق على الشركات الصناعية العاملة بمدينة السادات. ولتحقيق ذلك تم الاعتماد على قائمة الاستقصاء لجمع البيانات الأولية باستخدام عينة قوامها 234 مفردة من مسئولي الإدارة العليا، والإدارة البيئية، وإدارة الموارد البشرية بمجموعة متنوعة من الشركات الصناعية بمدينة السادات في أربعة قطاعات متنوعة هي الحديد والصلب، الغزل والنسيج والصباغة، الكيماويات، والأغذية والمشروبات. وقد أظهرت نتائج الدراسة الميدانية أن واقع ممارسات إدارة الموارد البشرية الخضراء كانت منخفضة على المستوى الإجمالي وبالنسبة لكل بعد من أبعادها على حدة. وكذلك وجود اختلافات ذات دلالة إحصائية بين إدراك العاملين حول بعض متغيرات واقع ممارسات إدارة الموارد البشرية الخضراء باختلاف الخصائص الديموجرافية. كما كشفت النتائج عن أن مستوى ممارسة سلوكيات المواطنة التنظيمية البيئية كانت متوسطة علي المستوى الإجمالي وبالنسبة لكل بعد من أبعادها علي حدة. ووجود اختلافات ذات دلالة إحصائية بين إدراك العاملين حول بعض أبعاد سلوكيات المواطنة التنظيمية البيئية باختلاف الخصائص الديموجرافية، ووجود علاقة ذات دلالة إحصائية بين ممارسات إدارة الموارد البشرية الخضراء ومستوى ممارسة العاملين لسلوكيات المواطنة التنظيمية البيئية (مأخوذة بصورة إجمالية)، وأن هذه العلاقة طردية وذات دلالة إحصائية. كما ساهمت المتغيرات المستقلة مجتمعة في تفسير 67% من التباين الكلي في بيانات المتغير التابع (مستوى ممارسة العاملين لسلوكيات المواطنة التنظيمية البيئية). وتوصل الباحثان إلى مجموعة من التوصيات لتعزيز مستوى سلوكيات المواطنة التنظيمية البيئية من خلال زيادة ممارسات إدارة الموارد البشرية الخضراء.

Green HRM hospitals during this era concentrate on the technical competence of employees and managerial because hospitals want to develop initiatives and be innovative in managing the environment that has tremendous managerial implications. In general, Green HRM is said to any or all HR management activities aimed toward improving green behavior (environmentally friendly) and promoting the sustainability of resources owned by hospitals. There's a considerable gap which is that the lack of understanding and inculcation of green behavior for hospital employees. For this reason, it's necessary to formulate the functions and practices of GHRM altogether HR management processes and evaluate their implications for employees' green behavior and overall hospital performance. The hospital is additionally under great pressure from various stakeholders to integrate Green HRM policies and techniques into the hospital strategy because it requires quite high costs. The overall objective of this research is to debate the concept of Green HRM practices in hospitals from a theoretical point of view, study its strategic implementation in various HR activities, and also the ultimate goal of developing green behavior of hospital employees.

The perception of creating a sustainable environment by business entities is explored in this paper. The rising demand for Corporate Social Responsibility (CSR) leads to the application of management tools of green human resource management. Most organizations have adapted human resource practices that encourage a green environment with a consideration of minimal environmental pollution and destruction of the environment. As part of a conservation motive, the human resource department has played a critical role of securing the environment via their normal official activities. As a result, the senior management of an organization also an obligation of ensuring that the employees are supported as they seek to meet the social, ecological and economic benefits from a green environment. The idea of having a green environment by the human resource department is an integral process that affects the activities of green selection and recruitment, performance appraisal method, the reward and pay system and a supportive green culture. The importance of green environment is emphasized in the paper as well as the efforts by different companies in maintaining a sustainable environment. The expected outcomes of Green Human Resource Management (GHRM) are evaluated and the setbacks expected when trying to achieve a green environment.

The study was conducted at the Department of Human Resource Management, Jatiya Kabi Kazi Nazrul Islam University, Trishal, Mymensingh-2220, Bangladesh during June to August 2019to determine the factors which can affect the process of human capital formation in a developing country like Bangladesh. Although the growth of physical capital is relatively important in the progression of economic growth of a country but with the course of time, it is being gradually recognized that the growth of tangible capital depends on the human capital formation. A self-developed questionnaire measured on a 5 point Likert scales and it was distributed among 200 banks employees. Factors analysis has been used to analyze the data and to draw the findings. The reliability of the data was tested by Cronbach's Alpha test. Correlation test and SPSS 20 versions were used for the analysis of the data. The result provides evidence that there are some important factors such as skills and competencies, formal education and knowledge, organizational training, creativity and innovation capability, job experience have a positive and statistically significant relationship with the human capital formation. Besides, this study provided some directions for the researchers and advised the policy makers, all banks, entrepreneur and investors to concentrate on key variables in this field.

A systematic study was carried out with regard to defining the terms Green and Green Human Resource Management(GHRM) owing to little research done conceptually, in particular a gap in the theoretical knowledge of defining "Green" and GHRM in a synthesized form and intellectual curiosity. Objectives of the study were (1) to explore the definitions given by the main dictionaries and the New Oxford Thesaurus of English,and the researchers with regard to the term "Green" and present them to create a reasonable interpretation of the term; (2) to explore the definitions given by the researchers with regard to the term "GHRM" and present them to create a reasonable interpretation of the concept of GHRM; and (3) to identify and present characteristics of GHRM based on the definitions examined under the study. The desk research strategy was applied to achieve the three objectives. Four interpretations could be derived from the dictionary definitions relating to Green. Based on the research papers it was found that the term Green has four spheres of meaning and further the term "Green" in management refers to environmental or eco-activities. Six sources of defining GHRM which were examined resulted in seven interpretations. Finally the examination of the essence of the definitions revealed ten characteristics of GHRM.

Green Human Resource Management (GHRM) is increasingly considered as a critical branch of Human Resource Management (HRM) and it is still an emerging field of research that is interesting and highly instrumental in creating and enhancing natural environmental sustainability. This research paper is a systematic attempt to find out some research gaps in GHRM in order to carry out future empirical studies through the adoption of desk research strategy. An extensive literature review was done and it resulted in identifying nine research gaps in GHRM. Among the nine research gaps, two gaps are empirical, six gaps are both theoretical and empirical, and one gap is methodological. Future research studies could be designed and carried out in order to fill these identified research gaps.

Green Human Resource Management (GHRM) is increasingly considered as a critical branch of Human Resource Management (HRM) and it is still an emerging field of research that is interesting and highly instrumental in creating and enhancing natural environmental sustainability. This research paper is a systematic attempt to find out some research gaps in GHRM in order to carry out future empirical studies through the adoption of desk research strategy. An extensive literature review was done and it resulted in identifying nine research gaps in GHRM. Among the nine research gaps, two gaps are empirical, six gaps are both theoretical and empirical, and one gap is methodological. Future research studies could be designed and carried out in order to fill these identified research gaps.

Green Human Resource Management (G-HRM) is a gracious and inventive essential concept of an economy and this paper is providing conceptual understanding of Green HRM. It fulfills the need of the demanding economy for sustainability. Green Human Resource is the implementation of HRM policies to support the sustainable use of resources within the business organization. Objective of this paper is to finding out the various greening activities through saving the environmental effect adopted by various companies. It examines the nature and extent of G-HRM successful initiatives undertaken by few organizations in our country which had been observed as an increasing awareness within business communities on the significance of going green and adopting various environment management techniques. Benefit and yield of these Industries are setting well example for other Industries in India. Green HRM will play an important role in making the employees alert of and concerned for preservation of natural resources, manufacture of eco-friendly products, by adopting a holistic & integrated view of people exploring alternative resources and contribute in pollution control and waste management

Green HRM hospitals during this era concentrate on the technical competence of employees and managerial because hospitals want to develop initiatives and be innovative in managing the environment that has tremendous managerial implications. In general, Green HRM is said to any or all HR management activities aimed toward improving green behavior (environmentally friendly) and promoting the sustainability of resources owned by hospitals. There's a considerable gap which is that the lack of understanding and inculcation of green behavior for hospital employees. For this reason, it's necessary to formulate the functions and practices of GHRM altogether HR management processes and evaluate their implications for employees' green behavior and overall hospital performance. The hospital is additionally under great pressure from various stakeholders to integrate Green HRM policies and techniques into the hospital strategy because it requires quite high costs. The overall objective of this research is to debate the concept of Green HRM practices in hospitals from a theoretical point of view, study its strategic implementation in various HR activities, and also the ultimate goal of developing green behavior of hospital employees.

Purpose This study aims to examine the direct impact of internal green supply chain practices (IGSCP) on green human resource management (GHRM), supply chain environmental cooperation (SCEC) and firm performance (FP). The mediating influences of GHRM and SCEC on the influence of IGSCP on FP are also examined. The study further examines the mediating influence of SCEC on the link between GHRM and FP. Design/methodology/approach The study uses a quantitative method where data is gathered from human resource and supply chain managers of 139 manufacturing firms (food, beverage and alcohol, textiles, agrochemical and plastics), using customized questionnaires. The data is analyzed using the partial least square structural equation modeling software (SmartPLS 3.2.8). Findings The results suggest that the adoption of only IGSCP may negatively affect the market and financial performances of firms. However, the implementation of GHRM and SCEC may catalyze IGSCP to improve FP. Originality/val...

The Green Human Resource Management will assume a vital part in industry to advance the earth related issues by embracing it, in management rationality, HR arrangements and works on, preparing individuals and execution of laws identified with Environment Protection. Green Human Resource management is another rising idea in today's situation. Developing sympathy toward worldwide environment and the advancement of global principles for ecological Management has made a requirement for business to receive natural techniques and projects Organizations today have turned out to be more cognizant about the developing significance of Integration of natural Management and Human Resource Management. We are entering a green economy thus the effect of our day by day exercises on environment and our longing to make strides toward environmental friendliness has extended from quite recently people to organizations. Organizations today trust that workers must be propelled, enabled and naturally mindful of greening with a specific end goal to do green management activities. There is a lot of expansion in the reception of environment management frameworks by the corporate part. Writing has offered significance to selection of natural practices as a key target of organizational working making it essential to relate to the backing of human resource management hones This paper is a push to comprehend the suggestions with respect to the need and hugeness of Green Human Resource Management in Business.

Keywords: Human Resource Management, Green HRM, Environment Sustainability, Green Management

Citation: Pawar, A. (2016). Review on Implications of Green Human Resource Management in Business. International Journal in Management and Social Science, 4(4): 284-291

Purpose Green human resource management (GHRM) is an arising issue for the tannery industry in the context of developing economies. As the tannery industry can be seen as one of the highest polluting industries on earth, it becomes imperative for the industry to implement GHRM practices for greening the workforce. In this context, the purpose of this paper is to focus on antecedents that will support the implementation of GHRM practices in the tannery industry supply chain. Design/methodology/approach In this study, an expanded literature review was organized to establish antecedents for implementing GHRM practices. The total interpretive structural modeling (TISM) technique is employed to explore interactions among the identified antecedents. Furthermore, Matriced Impact Croises Multiplication Applique analysis was conducted for determining the driving-dependence power of each antecedent. Findings The results revealed that “green selection facility,” “green recruiting facility,” “g...

The main purpose of this study was to investigate the role of GHRM on the environmental performance of hospitals with emphasis on the mediating role of organizational commitment. After reviewing the literature on Green Human Resource Management, Environmental performance and Organizational Commitment the conceptual modeling and research hypotheses were formulated. The present study is of applied purpose and descriptive-correlational in terms of data collection. A questionnaire was designed and distributed to measure the dimensions variables. Collected data were analyzed using statistical software SPSS and LISREL.The results of the data analysis show that relationship between variable in study are significant.
Introduction
Faced with internal and external pressure to adapt and implement environmental friendly business activities, it is becoming crucial for firms to identify practices that enhance their competitive advantage, economic, and environmental performance. Green human resource management (GHRM), and green behaverial examples of such practices.
The success of an organization's environmental management depends on the environmentally friendly behavior of its employees; Because their behavior improves the environmental performance of the organization as a whole. Therefore, the organization should consider how green human resource management affects the environmentally friendly behavior of employees.
Methodology
This research is applied in terms of purpose and descriptive-correlational in terms of data collection. Questionnaires were used to collect the required information and to evaluate the research variables, research hypotheses and research questions. The statistical population of this study . The statistical population of the study consisted of managers and employees of public hospitals in Bushehr City. According to the Cochran table, 430 questionnaires were analyzed.
In order to measure the variables of Green human resource management, questionnaire (Shen & Benson, 2016); organizational commitment (Kim et al., 2019) and a standardized questionnaire of Paillé et al. was used to measure environmental performance. Construct and content validity of the questionnaire were investigated. Cronbach's alpha reliability coefficient is 0.88. Collected data were analyzed using statistical software SPSS and LISREL.
Research findings
The results of using Structural Equation Modeling technique showed that in the Hypotheses 1and 2 the path coefficient between Green Human Resource Management and environmental performance and organizational commitment is significant. in the  third Hypothesis the path coefficient between  organizational commitment and environmental performance is significant. Also, organizational commitment has a significant mediation between the relationship between Green Human Resource Management and environmental performance.
Discussion and conclusion
The results of the analysis show that Organizational Green Human Resource Management has a positive, direct and significant effect on environmental performance and organizational commitment. The results of this study are consistent with those of López-Gamero et al study and Kim et al study, which confirmed the relationship between variables.

Environmental conservation has been a concern to many international, local organizations and individuals for Centuries. Green management initiatives become an important factor in forward-thinking business around the world as a means of combating environmental degradation caused by organizations. Industrialization has contributed to the global environmental problems we are witnessing today and Tanzania industrialization drive cannot ignore this fact. Research is one of best ways for investigating, understanding and solving problems.  Although number of researches has been done on Green Human Resource Management (Green HRM), still there is no sufficient literature on the subject. To bridge this gap this study investigated the role of green recruitment and selection on performance of Processing Industries in Tanzania by using Tanzania Tobacco Processors Limited (TTPL) as a case study. The study sough to specifically assess the application of green recruitment and selection at TTPL, det...