Abstract:
This study aimed to identify the reality of green human resource management practices and their impact on sustainable performance in local authorities in the Hebron Governorate. It explored the level of application of green HRM practices (green recruitment and selection, green training and development, green performance appraisal, green compensation and rewards, green employee relations) and the level of sustainable performance (economic, social, environmental), in addition to determining the relationship and impact between them and the impact of specific dimensions of green HRM on sustainable performance. To achieve these objectives, the researcher used a descriptive-correlational-analytical approach and distributed a questionnaire purposive sample (108) administrative staff from the study population, which included all (148) administrative employees (general manager, department manager, section head) in the local authorities of Hebron Governorate. The key findings indicated a moderate level of green HRM practices' impact on sustainable performance, as well as a moderate level of application of green HRM dimensions and sustainable performance overall, with green recruitment and selection and green training and development showing higher levels of application. A strong positive correlation and a statistically significant impact of green HRM and its aforementioned dimensions on sustainable performance were also found. Regarding differences, no significant differences were observed in respondents' perceptions of green HRM attributed to age, educational qualification, years of experience, and job title, while differences were found in gender (favoring females) and workplace (favoring employees of Hebron and Halhul municipalities). Conversely, no significant differences were found in their perceptions of sustainable performance attributed to all studied demographic and job-related variables. Based on these results, the study recommended designing low-cost training programs to promote sustainability practices, incorporating environmental awareness criteria in recruitment, linking incentives to employees' environmental performance, developing policies to reduce resource consumption, establishing partnerships with environmental organizations, organizing workshops to raise awareness of sustainability, and creating a system to evaluate adherence to green practices.
