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<p>This study examines how Green Human Resource Management (GHRM) practices affect Organizational Performance (OP) in Bahrain’s retail sector. The retail industry has high emissions; thus, it is under more and more pressure to implement eco-friendly practices. Although global interest in GHRM is growing, evidence from Gulf countries remains limited, leaving practitioners without region-specific guidance on how green HR initiatives influence firm-level outcomes. To explore this issue, four main GHRM practices, including green selection and recruitment, green training and development, green performance, and green rewards and compensation, were evaluated using a structured bilingual questionnaire (English-Arabic) that experts had reviewed. The data were collected from 416 employees and managers across 30 retail firms in Bahrain and analyzed using SPSS-23, including descriptive statistics, correlation, and regression techniques. The analysis revealed that GHRM practices explain 40.8% of the variance in OP (R<sup>2</sup> = 0.408, F = 70.839, <i>p</i> &lt; 0.01). Among them, green rewards (β = 0.211, <i>p</i> &lt; 0.01) and green training (β = 0.162, <i>p</i> &lt; 0.01) had the most substantial positive impacts, followed by green recruitment (β = 0.102, <i>p</i> &lt; 0.05). On the other hand, green performance management did not show statistical significance (β = − 0.077, <i>p</i> = 0.077), which means the necessity for additional contextual analysis. Significantly, 59.2% of the performance variation is not accounted for by the model, which suggests the influence of factors outside the current study’s scope. From a practical perspective, the implications for Bahraini retailers are clear: make green hiring a priority, offering training that focuses on sustainability, and incentive-based systems can significantly enhance employee engagement and organizational performance. Consequently, this provides a competitive advantage in a regional market that is becoming more environmentally aware. The study gives HR leaders and policymakers real-world, evidence-based strategies to integrate sustainability into core business functions. Thus, GHRM is not merely an ethical obligation but a strategic approach to enhancing organizational performance. Retailers can secure long-term competitive benefits through targeted investments in human capital aligned with environmental goals while contributing to national sustainability objectives. Overall, this research offers essential insights by contextualizing GHRM within a high-emissions sector.</p>

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Empirical evidence on green human resource management and organizational performance in the Bahraini retail sector

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2025年9月30日

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  • Asma Ayari,
  • Sarra Al Meer

摘要

This study examines how Green Human Resource Management (GHRM) practices affect Organizational Performance (OP) in Bahrain’s retail sector. The retail industry has high emissions; thus, it is under more and more pressure to implement eco-friendly practices. Although global interest in GHRM is growing, evidence from Gulf countries remains limited, leaving practitioners without region-specific guidance on how green HR initiatives influence firm-level outcomes. To explore this issue, four main GHRM practices, including green selection and recruitment, green training and development, green performance, and green rewards and compensation, were evaluated using a structured bilingual questionnaire (English-Arabic) that experts had reviewed. The data were collected from 416 employees and managers across 30 retail firms in Bahrain and analyzed using SPSS-23, including descriptive statistics, correlation, and regression techniques. The analysis revealed that GHRM practices explain 40.8% of the variance in OP (R2 = 0.408, F = 70.839, p < 0.01). Among them, green rewards (β = 0.211, p < 0.01) and green training (β = 0.162, p < 0.01) had the most substantial positive impacts, followed by green recruitment (β = 0.102, p < 0.05). On the other hand, green performance management did not show statistical significance (β = − 0.077, p = 0.077), which means the necessity for additional contextual analysis. Significantly, 59.2% of the performance variation is not accounted for by the model, which suggests the influence of factors outside the current study’s scope. From a practical perspective, the implications for Bahraini retailers are clear: make green hiring a priority, offering training that focuses on sustainability, and incentive-based systems can significantly enhance employee engagement and organizational performance. Consequently, this provides a competitive advantage in a regional market that is becoming more environmentally aware. The study gives HR leaders and policymakers real-world, evidence-based strategies to integrate sustainability into core business functions. Thus, GHRM is not merely an ethical obligation but a strategic approach to enhancing organizational performance. Retailers can secure long-term competitive benefits through targeted investments in human capital aligned with environmental goals while contributing to national sustainability objectives. Overall, this research offers essential insights by contextualizing GHRM within a high-emissions sector.