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<p>The research analysed how Green Human Resource Management practices influenced tourism sector organizations in Jordan concerning social responsibility and environmental performance while filling a crucial gap in service industry studies of emerging market economies. From a target sample of 297, a total of 190 usable responses from Jordanian tourism companies were obtained and analyzed using PLS-SEM techniques. Green recruitment and selection together with green performance and green compensation, green innovation demonstrated strong positive effects on social responsibility and environmental performance, but green training and Green motivation produced minimal success. The research results confirm constructive implications of stakeholder theory and resource-based view through showing that well-adapted Green Human Resource Management practices promote sustainability in local labor markets. Tourism managers can use this study to develop sustainable practices through environmental recruitment, performance monitoring, and sustainable innovation implementation. This research offers original value through applied examples of Green Human Resource Management in a high-turnover service industry while disputing general universal approaches and presenting observable evidence to support workplace practice and policy. The research adds to sustainable Human Resource Management scholarship through its theoretical and practical integration of studies in under-researched regions.</p>

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An evidence-based examination of how green HRM practices contribute to social responsibility and environmental performance

  • 期刊论文

  • 出版模式：

    开放获取

  • 发表日期：

    2026年3月4日

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  • Asaad Alsakarneh

摘要

The research analysed how Green Human Resource Management practices influenced tourism sector organizations in Jordan concerning social responsibility and environmental performance while filling a crucial gap in service industry studies of emerging market economies. From a target sample of 297, a total of 190 usable responses from Jordanian tourism companies were obtained and analyzed using PLS-SEM techniques. Green recruitment and selection together with green performance and green compensation, green innovation demonstrated strong positive effects on social responsibility and environmental performance, but green training and Green motivation produced minimal success. The research results confirm constructive implications of stakeholder theory and resource-based view through showing that well-adapted Green Human Resource Management practices promote sustainability in local labor markets. Tourism managers can use this study to develop sustainable practices through environmental recruitment, performance monitoring, and sustainable innovation implementation. This research offers original value through applied examples of Green Human Resource Management in a high-turnover service industry while disputing general universal approaches and presenting observable evidence to support workplace practice and policy. The research adds to sustainable Human Resource Management scholarship through its theoretical and practical integration of studies in under-researched regions.