Linking Green Human Resources Management Practices and Pro-Environmental Performance: The Role of Green Creativity and Transformational Leadership of Private Companies in Saudi Arabia

Abstract

This study examines the link between green human resource management practices and pro-environmental performance among employees in the hotel industry of Riyadh, Saudi Arabia. The survey instrument included established scales measuring GHRM practices, green creativity, green transformational leadership, and employee PEB. Data analysis involved assessing the reliability and validity of the instrument, followed by a structural equation model to examine the theorized relationships. The study used convenient sampling to collect data from 338 employees across different industries in Riyadh, Saudi Arabia. The findings support a positive link between GHRM practices & task-related Pro-environmental performance strong GHRM practices lead to increased environmental responsibility within regular job duties. Surprisingly, GHRM practices did not significantly impact proactive PEP. However, GHRM positively influences green creativity, which in turn positively impacts T-PEP Interestingly, GTLs may weaken the relationship between GHRM practices and proactive PEP. This could be due to the strong leadership already driving environmental initiatives, potentially reducing the need for specific GHRM interventions. Overall, the study highlights the importance of a comprehensive method to encourage employee PEP. Effective GHRM practices, coupled with green leadership and fostering employee creativity, can empower a workforce to contribute to a more sustainable future. The study holds strong implications for practitioners in the hoteling industry, researchers, and academia.