Empirical Study on the Impact of Green Human Resource Management Practices (GHRM) on Sustainability Development with Technology Variable as Mediation

Abstract

This paper aims to investigate the demand for both public and private nations to apply sustainability that arise the need for GHRM to apply green practices in all fields of green human resource management (GHRM).

 Green recruitment, green training, green performance and green rewards are the independent variables that are used in this research with sustainability development as dependent variable and using technology as mediating variable applied in six Egyptian private banks.

A descriptive research has been applied with using at first an in-depth interview with both public and private managers and employees working in Egyptian banks, to find that the public banks do not apply GHRM except for high level managers, then six private Egyptian banks are included in the study by using close ended questionnaires to collect data from 316 employees by using five-point likert scale.

The data was analyzed by using both structural model and confirmatory factor analysis (CFA).

The results indicate that all the independent variables have positive and significant impact on sustainability development; except for green rewards.

In addition, the findings emphasize that technology used is a mediator between ‘green recruitment, green training and green performance' and sustainability development except for green rewards.

The findings suggested managerial and practical implications for the Egyptian public and private banks that must be applied in the desired way to have its significant impact.

Future researches must be applied by using different GHRM practices and also must applied on other different sectors.