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of job tasks, duties and responsibilities-based content, methods and techniques, by providing green working structure and process, green instruments for performance of jobs and maintaining green modeling leadership that promotes protection and conservation of the natural environment and its resources (Sari-aytekin, 2021). Renwick et al. (2008) asserts that green job design and analysis practice stresses environmental issues as related to the job specifications and job duties, which is done within the context of environmental experiences and competencies to suit the job in the aspect of environmental responsibility. This human resource practice ensures all employees' personalities, attributes and norms are aligned with the concept of environmental sustainability of their organizations (Shaban, 2019).
GREEN RECRUITMENT AND SELECTION (GRS)
Green recruitment implies attracting and hiring talented persons who are aware of and familiar with the terms of conservation and protection of the environment (Bangwal & Tiwari, 2015). The green recruitment and selection processes are usually paperless and electronic, from online vacancy announcement and job application, telephone interview, CBT and video call to interact with interviewees, selecting prospective employee based on environmental sustainability awareness and knowledge.
GREEN TRAINING AND DEVELOPMENT (GTD)
Green training and development implies the advancement of an employee's attitudes, behaviors, knowledge and skills that help them to avoid practices that are detrimental to environment, (Zoogah, 2011). Green training and development equips employees with working methods and behavior that minimizes waste, encourage prudent use of resources and energy conservation, reduces environmental degradation and practices that threaten the environment and ecological scarcity. It also involves use of e-platforms and creates avenues to engage employees in addressing environmental. concerns (Bangwal et al. 2017; Zoogah, 2011).
ENVIRONMENTAL SUSTAINABILITY
Sustainability as described by the US Environmental Protection Agency (2021) is “to create and maintain conditions under which humans and nature can exist in productive harmony, that permit fulfilling the social, economic and other requirements of present and future generations.” Environmental sustainability is one of the elements of sustainability development and it entails the ability of the present generation to meet their resource needs without compromising the ability of the future generations to meet theirs (Ezeabasili, 2009; United Nations World Commission on Environment and Development Report, 1987). Environmental sustainability (ES), on the other hand, is defined as the ability to preserve the qualities valued in the physical environment by adopting strategies aimed to prevent damage being done to the environment (Philip, 2004). These preventive measures include actions to curb the use of non-renewable resources, the adoption of a ‘recycle everything and buy recycled' approach, the use of renewable rather than non-degradable resources, the redesign of operation/production processes and products to eradicate the production of non-renewable materials, and protection and restoration of natural habitats and environments valued for healthy living (Ramasamy et al., 2017).
REVIEW OF EMPIRICAL STUDIES
This research reviews previous studies on GHRM practices and environmental sustainability.
Adesola et al. (2021) conducted an exploratory study on GHRM and environmental performance of Nigerian manufacturing companies and applied linear regression for data analysis. The study found that green recruitment and selection, green training and development, green performance appraisal and green reward have a significant positive relationship with environmental performance in Nigeria's manufacturing sector. Mandago (2019) examined the influence of GHRM practices on the environmental sustainability in service-based state corporations in Kenya, using multiple regression technique. The study found that green recruitment and selection, green training and development, green reward and compensation, and green performance management practices have a significant positive effect on environmental sustainability. Similarly, Owine and Kwasira (2016) study investigated the influence of selected GHRM practices on environmental sustainability at Menengai Oil Refinery Limited in Nakuru, Kenya, using paired sample t-test for testing the hypotheses. The study found that green employee sourcing and green employee training and development have no significant relationship to environmental sustainability. Green performance management system and green occupational health and safety, on the other hand, were found to be positively correlated and to have significant relationship with environmental sustainability.
Rawashdeh (2018) examined the impact of GHRM on organizational environmental performance, and explored the relationship between GRS, GTD, and green reward on environmental performance in Jordanian health service organizations using multiple linear regressions for analysis. Results of the study indicated a significant positive relationship between GRS, GTD, and green rewards and environmental performance. Langat and Kwasira (2016) studied the influence of GHRM practices on environmental sustainability at Kenyatta University. They adopted Pearson correlation and multiple regression to determine the relationship between environmental sustainability and GHRM practices. The study found a positive and significant relationship between green ability and environmental sustainability. Jehan et al. (2020) investigated effect of GHRM practices on environmental sustainability using structural equation modeling to evaluate the relationship between the variables. The results revealed that GTD had a significant positive impact on environmental sustainability. However, GRS result showed insignificant effect on environmental performance.
Mobarez (2018) also evaluates the effect of GHRM on organization's sustainable environmental performance in Metal and other Industries in Egypt. The study employed multiple regressions for analyses of green recruitment, green training, and green learning. The results indicated that all the GHRM practice sub-constructs have positive and significant relationship to the organization's sustainable environmental performance. Muhammad et al. (2019) examined GHRM, green organizational culture and environmental performance at state hospitals in Palembang City, Indonesia. Multiple linear regression was used to test the hypothesis. The study revealed that GRS has insignificant effect on environmental performance, while green training and green compensation have significant effect on environmental performance. Zhoa et al. (2020) did a study on proactive environmental strategy and environmental reputation through the role of GHRM and discretionary slack in ecologically sensitive small and medium firms in eastern China. Their findings revealed that GHRM practice is significantly related to environmental reputation.
Bangwal et al. (2017) examined GHRM, work-life and environmental performance through direct and indirect effect of GHRM practices. Structural equation modeling (SEM) was used to analyze the data from 365 employees of Leadership in Energy and Environmental Design (LEED)-certified companies. The study found significant positive
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