International Journal of

ADVANCED AND APPLIED SCIENCES

EISSN: 2313-3724, Print ISSN: 2313-626X

Frequency: 12

line decor
  
line decor

 Volume 11, Issue 10 (October 2024), Pages: 232-240

----------------------------------------------

 Original Research Paper

The mediating effect of green culture on the relationship between GHRM and green sustainable performance in Jordanian SME logistics companies

 Author(s): 

 Ahmad Nader Aloqaily 1, Esraa Farid Qawasmeh 1, Fawzieh Mohammed Masa'd 1, Ahmad Alrousan 1, Murad Ali Ahmad Al-Zaqeba 2, *

 Affiliation(s):

 1Department of Human Resources Management, Faculty of Business, Jadara University, Irbid, Jordan
 2Faculty of Economics and Muamalat (FEM), Universiti Sains Islam Malaysia (USIM), Nilai, Negeri Sembilan, Malaysia

 Full text

  Full Text - PDF

 * Corresponding Author. 

  Corresponding author's ORCID profile: https://orcid.org/0000-0003-0746-912X

 Digital Object Identifier (DOI)

 https://doi.org/10.21833/ijaas.2024.10.025

 Abstract

The paper aims to explore the mediating effect of green culture (GC) on the relationship between Green Human Resource Management (GHRM) and Green Sustainable Performance (GSP) in small and medium logistics companies in Jordan. With increasing attention to environmental issues and sustainability becoming crucial for the future of the logistics sector, GHRM practices are gaining importance in enhancing sustainable performance. This study focuses on how promoting GC within organizations can strengthen the effectiveness of GHRM initiatives to achieve better sustainable outcomes. A quantitative research method was used to gather data from SME logistics companies in Jordan through structured questionnaires. Data analysis was conducted using SPSS-29 and SmartPLS 4. The results show that GHRM practices have a significant positive impact on GSP in Jordanian SME logistics companies. Key components of GHRM, such as green recruitment and selection, green training and development, and green reward and compensation, were found to be strong predictors of GSP. Furthermore, GC was identified as a mediator between GHRM practices and GSP, showing that GHRM practices contribute to the development of a GC in these organizations. The findings also reveal that a strong GC fully mediates the relationship between GHRM practices and sustainable performance, emphasizing the importance of cultivating a robust GC to enhance the positive effects of GHRM on organizational sustainability. These results provide insights for addressing gaps in sustainable practices within the logistics sector and offer recommendations for managers looking to implement green initiatives in their companies.

 © 2024 The Authors. Published by IASE.

 This is an open access article under the CC BY-NC-ND license (http://creativecommons.org/licenses/by-nc-nd/4.0/).

 Keywords

 Green culture, Sustainable performance, Green human resource management, Logistics companies, Environmental concerns

 Article history

 Received 25 June 2024, Received in revised form 1 October 2024, Accepted 19 October 2024

 Acknowledgment

No Acknowledgment.

 Compliance with ethical standards

 Ethical considerations 

All participants provided informed consent, and their anonymity and confidentiality were strictly maintained. Data collection adhered to ethical guidelines and relevant data protection standards.

 Conflict of interest: The author(s) declared no potential conflicts of interest with respect to the research, authorship, and/or publication of this article.

 Citation:

 Aloqaily AN, Qawasmeh EF, Masa'd FM, Alrousan A, and Al-Zaqeba MAA (2024). The mediating effect of green culture on the relationship between GHRM and green sustainable performance in Jordanian SME logistics companies. International Journal of Advanced and Applied Sciences, 11(10): 232-240

 Permanent Link to this page

 Figures

 Fig. 1 Fig. 2 Fig. 3 Fig. 4 

 Tables

 Table 1 Table 2 Table 3

----------------------------------------------   

 References (35)

  1. Aggarwal P and Agarwala T (2023). Relationship of green human resource management with environmental performance: Mediating effect of green organizational culture. Benchmarking: An International Journal, 30(7): 2351-2376. https://doi.org/10.1108/BIJ-08-2021-0474   [Google Scholar]
  2. Al-Alawneh R, Othman M, and Zaid AA (2024). Green HRM impact on environmental performance in higher education with mediating roles of management support and green culture. International Journal of Organizational Analysis, 32(6): 1141-1164. https://doi.org/10.1108/IJOA-02-2023-3636   [Google Scholar]
  3. Aldaas R, Mohamed R, Hareeza Ali M, and Ismail NA (2022). Green supply chain management and SMEs environmental performance: Green HRM practices as antecedent from service sector of emerging economy. International Journal of Emergency Services, 11(3): 422-444. https://doi.org/10.1108/IJES-12-2021-0085   [Google Scholar]
  4. Alshehadeh AR, Al-Zaqeba MAA, Elrefae GA, Al-Khawaja HA, and Aljawarneh NM (2024). The effect of digital zakat and accounting on corporate sustainability through financial transparency. Asian Economic and Financial Review, 14(3): 228-249. https://doi.org/10.55493/5002.v14i3.5016   [Google Scholar]
  5. Al-Taani AHMA, Al-Zaqeba MAA, Maabreh HMA, and Jarah BAF (2024). Exploring the impact of digital accounting and digital zakat on improving business sustainability in the Middle East and Malaysia. International Journal of Advanced and Applied Sciences, 11(1): 56-67. https://doi.org/10.21833/ijaas.2024.01.007   [Google Scholar]
  6. Ba Y and Cao L (2023). Assessing the impact of green human resource management practices on environmental performance in China: Role of higher education. Environmental Science and Pollution Research, 30(41): 94386-94400. https://doi.org/10.1007/s11356-023-28523-8   [Google Scholar] PMid:37531058
  7. Chaudhary R (2020). Green human resource management and employee green behavior: An empirical analysis. Corporate Social Responsibility and Environmental Management, 27(2): 630-641. https://doi.org/10.1002/csr.1827   [Google Scholar]
  8. Elshaer IA, Azazz AM, and Fayyad S (2023). Green management and sustainable performance of small-and medium-sized hospitality businesses: Moderating the role of an employee's pro-environmental behaviour. International Journal of Environmental Research and Public Health, 20(3): 2244. https://doi.org/10.3390/ijerph20032244   [Google Scholar] PMid:36767609 PMCid:PMC9915901
  9. Elshaer IA, Sobaih AEE, Aliedan M, and Azazz AM (2021). The effect of green human resource management on environmental performance in small tourism enterprises: Mediating role of pro-environmental behaviors. Sustainability, 13(4): 1956. https://doi.org/10.3390/su13041956   [Google Scholar]
  10. Ghani B, Mubarik MS, and Memon KR (2024). The impact of green HR practices on employee proactive behaviour. The International Journal of Human Resource Management, 35(8): 1403-1448. https://doi.org/10.1080/09585192.2023.2294073   [Google Scholar]
  11. Gill A, Ahmad B, and Kazmi S (2021). The effect of green human resource management on environmental performance: The mediating role of employee eco-friendly behavior. Management Science Letters, 11(6): 1725-1736. https://doi.org/10.5267/j.msl.2021.2.010   [Google Scholar]
  12. Hair Jr JF, Sarstedt M, Matthews LM and Ringle CM (2016). Identifying and treating unobserved heterogeneity with FIMIX-PLS: Part I–method. European Business Review, 28(1): 63-76. https://doi.org/10.1108/EBR-09-2015-0094   [Google Scholar]
  13. Hassan OA, Romilly P, and Khadaroo I (2024). The impact of corporate environmental management practices on environmental performance. Business Ethics, the Environment and Responsibility, 33(3): 449-467. https://doi.org/10.1111/beer.12618   [Google Scholar]
  14. Iftikar T, Hussain S, Malik MI, Hyder S, Kaleem M, and Saqib A (2022). Green human resource management and pro-environmental behaviour nexus with the lens of AMO theory. Cogent Business and Management, 9(1): 2124603. https://doi.org/10.1080/23311975.2022.2124603   [Google Scholar]
  15. Jarah BAF, Alghadi MY, Al-Zaqeba MAA, Mugableh MI, and Zaqaibeh B (2024). The influence of financial technology on profitability in Jordanian commercial banks. Humanities and Social Sciences Letters, 12(2): 176-188. https://doi.org/10.18488/73.v12i2.3661   [Google Scholar]
  16. Jebril I, Al-Zaqeba M, Al-Khawaja H, Obaidy A, and Marashdah O (2024). Enhancing estate governance using blockchain technology through risk management in estate governance of business sustainability. International Journal of Data and Network Science, 8(3): 1649-1658. https://doi.org/10.5267/j.ijdns.2024.3.002   [Google Scholar]
  17. Khattak H, Rahman K, Cavaliere LPL, Imran M, Hussain B, and Asadullah MF (2021). Linking GHRM with environmental performance: Importance role of task-related pro-environmental behaviour. Multicultural Education, 7(5): 155-163.   [Google Scholar]
  18. Kuo YK, Khan TI, Islam SU, Abdullah FZ, Pradana M, and Kaewsaeng-On R (2022). Impact of green HRM practices on environmental performance: The mediating role of green innovation. Frontiers in Psychology, 13: 916723. https://doi.org/10.3389/fpsyg.2022.916723   [Google Scholar] PMid:35774953 PMCid:PMC9239378
  19. Latip M, Sharkawi I, Mohamed Z, and Kasron N (2022). The impact of external stakeholders' pressures on the intention to adopt environmental management practices and the moderating effects of firm size. Journal of Small Business Strategy, 32(3): 45-66. https://doi.org/10.53703/001c.35342   [Google Scholar]
  20. Lewicka D, Pec M, and Zając P (2024). Green HRM. In: Glińska-Neweś A and Ulkuniemi P (Eds.), The human dimension of the circular economy: 252-282. Edward Elgar Publishing, Cheltenham, UK. https://doi.org/10.4337/9781035314225.00022   [Google Scholar]
  21. Mehak SS and Batcha HM (2024). Analyzing the influence of green human resource practices on organizational sustainability: The role of green attitudes and performance of employees'. Environment, Development and Sustainability. https://doi.org/10.1007/s10668-024-05157-5   [Google Scholar]
  22. Obeidat SM, Abdalla S, and Al Bakri AAK (2023). Integrating green human resource management and circular economy to enhance sustainable performance: An empirical study from the Qatari service sector. Employee Relations: The International Journal, 45(2): 535-563. https://doi.org/10.1108/ER-01-2022-0041   [Google Scholar]
  23. Ogiemwonyi O, Alam MN, and Alotaibi HS (2023). Connecting green HRM practices to pro‐environmental behavior through green human capital in the hospitality sector. Business Strategy and Development, 6(4): 1053-1071. https://doi.org/10.1002/bsd2.297   [Google Scholar]
  24. Ojo AO, Tan CNL, and Alias M (2022). Linking green HRM practices to environmental performance through pro-environment behaviour in the information technology sector. Social Responsibility Journal, 18(1): 1-18. https://doi.org/10.1108/SRJ-12-2019-0403   [Google Scholar]
  25. Paillé P, Valéau P, and Renwick DW (2020). Leveraging green human resource practices to achieve environmental sustainability. Journal of Cleaner Production, 260: 121137. https://doi.org/10.1016/j.jclepro.2020.121137   [Google Scholar]
  26. Pham NT, Hoang HT, and Phan QPT (2020). Green human resource management: A comprehensive review and future research agenda. International Journal of Manpower, 41(7): 845-878. https://doi.org/10.1108/IJM-07-2019-0350   [Google Scholar]
  27. Rawashdeh A (2018). The impact of green human resource management on organizational environmental performance in Jordanian health service organizations. Management Science Letters, 8(10): 1049-1058. https://doi.org/10.5267/j.msl.2018.7.006   [Google Scholar]
  28. Sarstedt M, Ringle CM, Henseler J, and Hair JF (2014). On the emancipation of PLS-SEM: A commentary on Rigdon. Long range planning, 47(3): 154-160. https://doi.org/10.1016/j.lrp.2014.02.007   [Google Scholar]
  29. Shehzad MU, Zhang J, Le PB, Jamil K, and Cao Z (2022). Stimulating frugal innovation via information technology resources, knowledge sources and market turbulence: A mediation-moderation approach. European Journal of Innovation Management, 26(4): 1071-1105. https://doi.org/10.1108/EJIM-08-2021-0382   [Google Scholar]
  30. Shubailat O, Al-Zaqeba M, Madi A, and Ababneh A (2024b). Customs intelligence and risk management in sustainable supply chain for general customs department logistics. Uncertain Supply Chain Management, 12(1): 387-398. https://doi.org/10.5267/j.uscm.2023.9.013   [Google Scholar]
  31. Shubailat O, Al-Zaqeba M, Madi A, and Alheet A (2024a). Analyzing the improvement of estate governance and management in Jordan using blockchain. International Journal of Data and Network Science, 8(2): 1059-1072. https://doi.org/10.5267/j.ijdns.2023.12.002   [Google Scholar]
  32. Singh SK, Del Giudice M, Chierici R, and Graziano D (2020). Green innovation and environmental performance: The role of green transformational leadership and green human resource management. Technological Forecasting and Social Change, 150: 119762. https://doi.org/10.1016/j.techfore.2019.119762   [Google Scholar]
  33. Sobaih AEE, Hasanein A, and Elshaer I (2020). Influences of green human resources management on environmental performance in small lodging enterprises: The role of green innovation. Sustainability, 12(24): 10371. https://doi.org/10.3390/su122410371   [Google Scholar]
  34. Ziyadeh MW, Othman M, and Zaid AA (2023). Effects of green human resource management on organisational sustainability: The mediating role of corporate social responsibility and organisational citizenship behaviour. International Journal of Organizational Analysis, 32(2): 357-372. https://doi.org/10.1108/IJOA-11-2022-3506   [Google Scholar]
  35. Zobi M, Al-Zaqeba M, and Jarah B (2023). Taxation and customs strategies in Jordanian supply chain management: Shaping sustainable design and driving environmental responsibility. Uncertain Supply Chain Management, 11(4): 1859-1876. https://doi.org/10.5267/j.uscm.2023.6.005   [Google Scholar]