This study examines the relationships among green human resource management (GHRM), green commitment, green innovative work behavior (GIWB), and the moderating effect of environmentally specific servant leadership (ESSL) in UAE higher education institutes of the United Arab Emirates (UAE). Using a sample of employees, data were collected through a survey from 243 employees working in different universities across the UAE and analyzed using Structural Equation Modeling (SEM). The SEM analysis confirms robust relationships between GHRM, environmentally specific servant leadership, green commitment, and green innovative workplace behavior. GHRM has a positive impact on GHRM. ESSL fosters the relationship between GHRM and green commitment, while green commitment positively impacts green innovative workplace behavior. Females were found to be more environmentally aware of the needed adjustments compared to male workers at the UAE campuses. The study suggests that higher education institutes in the UAE should adopt ESSL to support eco-conscious behaviors and green practices on their campuses and contribute to the achievement of national sustainability goals.

The current study examines the change in environment performance through green human resource management in a developing country’s higher education institutes. The data were collected by survey using a reliable and valid instrument adopted from the literature. The unit of analysis in the current study is an individual consisting of employees working in higher educational institutions of Pakistan. Three hundred questionnaires were distributed while 220 questionnaires were found completely filled for statistical analysis. The current study utilizes the multiple regression techniques through structural equation modelling using second-generation software SmartPLSv3.0. The results indicate the positive influence of green human resource policies on environmental performance and provide significant insights on the partial mediating effect of employee eco-friendly behavior between green human resource management and environmental performance. The present study provides numerous theoretical and practical implications through the extension of Ability-Motivation-Opportunity theory by constituting the employee behaviors for the implementation of environmental strategies in the organization context. The findings of the present study suggest guidelines for human resource managers and management of educational institutes to implement green human resource policies that are likely to improve institutes environmental performance.

Today's competition is among supply chains rather than enterprises as independent actors. Additionally, the success of the actors within the SC network, through the improvement of the global performance, depends on how well they handle the growing environmental problems. For this reason, much attention is given to the greening concept. This paper aims to investigate the Green Human Resource Management (GHRM) impact on Green Supply chain Management (GSCM) in a strategic sector, namely the pharmaceutical sector. Our interest to deal with this issue was aroused by the fact that there are no studies exploring the causality relationships in the pharmaceutical sector in Saudi Arabia. Based on deductive methodology, a questionnaire has been developed. A research sample included 109 pharmaceutical companies operating in KSA. The results highlight a significant impact of GHRM on GSCM practices. In other words, training and performance appraisal, recruitment, and eco-behavior-based rewards influence GSCM practices positively. Based on the results, the study provides new theoretical insights and practical suggestions.

This article aims to conceptualize and examine the influence of top management green commitment and green intellectual capital on sustainable business performance of Thailand's thrift and credit cooperatives. Data were collected from a sample of 319 top and middle managers and full-time employees of Thailand's thrift and credit cooperatives and analyzed using Structural Equation Model (SEM). The study's findings demonstrated that top management green commitment and green intellectual capital have a positive influence on sustainable business performance. Top management green commitment and green intellectual capital also have a positive influence on green human resource management. Furthermore, green human resource management has a positive influence on sustainable business performance. Additionally, the novelty of this study is the contribution of green intellectual capital as an intangible resource for organizations integrated with top management green commitment through green human resource management practice to drive an operation in achieving sustainable business performance and a competitive advantage for future researchers. All business sectors can implement this strategy in operation, which may improve their cleaner production and service capacities.

The green economy with Islamic perspective is the primary discussion point in this study since it is seen as a potential solution to the current economic and environmental concerns. This study aims to analyze the Sustainability Performance of a nickel mine in North Maluku using Islamic economic perspective. A total of 80 mining workers in North Maluku were respondents in the study who were selected using the convenience sampling method. The results of data processing using structural equation modeling show that five of the six proposed hypotheses are empirically proven, the findings in this study indicate that the Sustainability Performance of nickel mining companies in North Maluku can be achieved through the practice of Green Human Resource Management which forms Health, Safety, Environmental Culture, and Green Supply Chain Management practices. The managerial implication of the findings in this study is that mining companies in North Maluku pay attention to recruitment supervision, training, and impose a system of rewards and punishments for workers related to safe work behavior and environmental preservation. In addition, the company also reports holding regular meetings with workers to socialize company policies related to work safety and environmental preservation. Finally, a license to carry out ISO certification to support the implementation of a supply chain that is environmentally sound and to have and carry out environmental program audits and support environmental-related regulations.

There is a growing need for the integration of environmental management into Human Resource Management (HRM) practices; such effort is known as Green HRM initiatives. The aim of this study is to identify barriers of green human resource management in Iran & apos; s oil industry. For this purpose, mixed method has been used. In the article, existing literature was examined and questions were designed and 12 experts of international oil industry were interviewed. The aim of these interviews was to design questionnaire and collects the necessary information. To examine the reliability of the questionnaires, Cronbach alpha coefficient was equal to 0.732, which validated the reliability of the questionnaire. Finally, the questionnaires were shared among 31 members of oil & apos; s experts and HR managers. The results of the study have shown that the lack of comprehensive plan to implement green HRM and ambiguous of green values were in the highest level and they were considered as the most important barriers. Furthermore, staff resistance had the lowest importance.