The Impact of Green Human Resource Management on Employees’ Organizational Behavior for the Environment in the NGO Sector رسالة ماجستير

Abstract

Green human resource management is a new phrase that come up lately and started to attract organizations’ attention in the world, especially in the first developed world. As I have observed as an employee working in NGO for several years, most NGOs do not meet the environmental protection requirements within their HRM practices in dealing with local communities and clients. I have discovered that the NGOs do not have environmental protection standards by internal laws such as energy consumption, solid waste emissions, water consumption, and waste recycling, among other things, based on interviews with senior executives and a review of NGO documents. The purpose of this research is to explore the impact of Green Human Resource Management (green recruitment and selection, green training and development, green performance management, and green rewards) on employees’ organizational behavior and to explore how far HRM can adopt green HR practices for changing employees' organizational behavior- in the NGO sector in Ramallah. The research adopted a quantitative analytical approach based on data from Palestinian NGOs in order to identify the degree of impact of green human resource management (GHRM) practices on employees’ organizational behavior for the environment in Palestinian NGOs. Structural equation modeling was applied through SPSS to analyze the collected data through structured questionnaires and was subject to applied statistical methods. The research results revealed that GHRM practices have a significant positive impact on employees’ organizational behavior in the Palestinian NGO sector. These research findings will add greater depth to knowledge about green human resource management practices to provide guidelines to NGO policymakers and recommendations on how to influence the organizational behavior of their employee. The study conclusively demonstrated that green HRM practices were considered and implemented at a moderate level and that there was a statistically favorable correlation between green HRM practices individually and environmental performance. green performance management had the largest positive connection, while green reward had the lowest.