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practices regard green jobs and green duties to work environmentally green at all levels
(Dzwigol, et al., 2019). GHRM practices play an essential role in stimulating employees

to engage in eco-conscious actions to contribute to high performance and environmental
sustainability. Veerasamy (2023) illustrates employee’s green participation and
involvement and employee’s GD&T stimulate the relationship among green recruitment
strategies, green initiatives, green performance management and appraisal and
employee’s green behavior.
2.2. Theoretical frameworks
2.2.1. Green human resource management practices
Kramar (2014) identifies GHRM as “HRM activities, which enhance positive

environmental outcomes”. GHRM applies HRM policies, procedures, and activities to
use resources sustainably and maximize business efficiency. GHRM builds a green
workforce which creates organizations’ green culture. Tang et al. (2018) found that most
studies referring to GHRM practices focus on four major practices namely green
recruitment and selection, green training and development, green performance
management and green compensation and rewards.

Ahmad (2015) defined green recruitment and selection (GR&S) as the process of
employing individuals possessing knowledge, skills, behaviors and approaches that
determine organizations’ system of environmental management. According to Cheema
and Javed (2017), GR&S has positive impacts on employees’ performances. According
to Ahmad (2015), GR&S is the process of selecting individuals based on knowledge,
skills, approaches, and behaviors towards an organization's environmental management
systems. Renwick et al., (2013) and Guerci et al., (2016) show that environmentally -

aware recruitment and selection have a close relationship with organizations’ green
performances and reputation.
According to Zoogah (2011), green training and development (GT&D) are
fundamental HRM activities of all organizations. Employees’ GT&D refers to
developing employee’s skills, attitudes and raising their awareness about the
environment’s protection. Through the GT&D process, employees can learn how to

apply energy conservation methods to reduce waste and participate in eco-friendly
practices (Gholami et al., 2016). Organization’s training programs on the management
of the environment bring about green knowledge management, which stimulates
employees to find effective preventive solutions for harmful damage and depletion of
natural resources (Tang et al., 2018). Teixeira et al. (2016) argue that employees’ GT&D
enhance the relationship between recruitment, organizations’ initiatives, performance
management, and employees’ green behavior.
Green performance management (GPM) is a process in which green employees

are motivated to improve their professional skills to achieve green organizations’ goals.
The most important field of performance management is performance appraisal which
supports continuous improvement in the organization’s outcomes, bringing about
SGEG. GPM has played an essential role in greening healthcare centers and converting
the traditional sectors into sustainable ones. Therefore, organizations must

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