The role of green human resource management practices in supporting the green organizational identity

Abstract

    The main objective of the current research is to find out the relationship between green human resource management practices and green organizational identity, by diagnosing levels of interest in human resource management practices and green organizational identity systems. The research started from a realistic problem represented by the necessity of immunizing the researched company for its green organizational identity systems as a result of the great challenges it faces in its daily work, represented by the difficulty of business that leads to the continuity of its business, which requires attention to the development and perpetuation of its practices in a way that enables it to strengthen and develop its organizational identity in order to be able to face those challenges.

   The importance of the research was the importance of the variables for the Plant under study, as this research could contribute to the development of its green human resource management practices, as well as the maintenance and strengthening of its identity systems by adopting the recommendations that will be presented by this research. By reviewing studies related to the variable green human resource management practices, we find that they focused on three main dimensions of its development (green employment, green training and participation, green performance management and compensation). As for the review of studies on green organizational identity, we find that it focused on two dimensions (green innovation and green innovation).The research will adopt the descriptive analytical approach by explaining and describing the intellectual contents of the study variables, designing a questionnaire for this purpose, and then analyzing it statistically using the statistical program (SPSS) to reach conclusions and recommendations that will help the research organization in strengthening its organizational identity systems.