Page 454 - Ebook HTKH 2024

sustainable development. Therefore, green organizations should implement GPM
practices to improve employees’ performances and comply with ethical standards. In

other words, GPM should go along with environmental practices’ reinforcement to
increase green employees’ commitments to encourage employees to display their green
performances and as a result to gain green organizations’ sustainability. In fact, GPM
has a positive effect on organizational citizenship behavior and employees’ green
performances towards the environment and organizations’ sustainable growth (Shahriari
et al., 2019).
Previous studies have shown that organizations should choose and adapt greening
strategies as a central plan to motivate the workforce to participate in environmentally

friendly missions ((Deshwal, 2015). Especially, organizations must evaluate and reward
their employees’ green performances based on the criteria of achieving environmental
goals. Besides, enhancing employees’ green performances will improve organizations’
green economic performances. Linking the green compensation and rewards with
environmental issues will increase employees’ engagement, green performances, which
stimulates their commitments to green goals (Ahmad, 2015).

Green compensation and rewards and SGEG
Employees’ motivation and their citizenship behavior can be stimulated when they
are given different types of incentives in terms of finance such as promotion, cash
rewards, bonuses or non-financial rewards such as flexible working hours, etc. In order
to promote environmental performances, many organizations apply GC&R as a good
method for practicing GHRM. Previous studies have shown that GC&R are closely
linked to sustainable performances. The results show a positive association between the

GHRM practices (green rewards, green training, and green recruitment) and sustainable
green growth (Shen et al., 2018).
According to Renwick et al. (2013), employees pay much attention to the
operations of rewards systems, which encourages employees to try their best to achieve
organizations’ goals. Employees can be encouraged to commit to improving
organizations’ ecological culture via GC&R, which leads to the implementation of

effective methods and procedures to facilitate organizations’ sustainable green
performances and growth. Green behavior’s rewards enable employees to go in for green
activities. Masri and Jaaron (2017) identify that GC&R improve organizations’
environmental performances and as a result bring about SGEG.
In summary, GHRM implements organizations’ policies referring to HRM
practices that promote sustainability, which benefits society and the environment.
GHRM with emphasis on natural resources’ preservation, clean energies’ use and
renewable natural resources’ exploitation will bring about precious opportunities for

reducing goods, services’ expense and negative effects on the environment. This will
bring about organizations’ sustainable green economic growth.

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