Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/326630 
Year of Publication: 
2024
Citation: 
[Journal:] Cogent Business & Management [ISSN:] 2331-1975 [Volume:] 11 [Issue:] 1 [Article No.:] 2418418 [Year:] 2024 [Pages:] 1-20
Publisher: 
Taylor & Francis, Abingdon
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.
Subjects: 
Green performance
green HRM practices
green capability
manufacturing sector
emerging economy
JEL: 
L1
L2
L6
M1
O3
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by Logo
Document Type: 
Article

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