| Title | Team Creativity and Green Human Resource Management Practices' Mediating Roles in Organizational Sustainability |
|---|---|
| ID_Doc | 69100 |
| Authors | Zahrani, AA |
| Title | Team Creativity and Green Human Resource Management Practices' Mediating Roles in Organizational Sustainability |
| Year | 2022 |
| Published | Sustainability, 14, 19 |
| Abstract | The study of green human resource management (GHRM) can help with the creation of organizational strategies that are sustainable for businesses. The main purpose of this research was to examine the underlying strategies for enhancing green teams' creativity as well as green human resource management practices and their effects on the sustainability of companies. We contribute to filling this gap by developing and testing a set of hypotheses in order to provide a first attempt at analyzing the antecedents and outcomes of green team creativity (GTC) and green human resource management practice (GHRM) in Saudi organizations. A questionnaire survey served as the primary method of data collection for the green team creativity and green human resource management practice studies. A total of 198 Saudi Arabian employees from one company completed the data gathering form, and the data were analyzed using partial least squares (PLS) 3.3.3. Quantitative structural equation modeling was employed to analyze the results. The analysis showed that independent variables positively influence green team creativity and green human resource management practices, which in turn have a significant positive impact on organizational sustainability. The results also provide evidence for the mediating effect of team creativity and green human resource management practice on the links between green recruitment and selection; green training, involvement, and development; green performance and compensation; green performance management and appraisal; green employee involvement practices; top management support and environmental orientation; and organizational sustainability. The implications of these results for theory and HRM practices in Saudi organizations are taken into consideration. |
| https://www.mdpi.com/2071-1050/14/19/12827/pdf?version=1665470853 |
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