Do Green Human Resource Management Practices Improve Sustainable Performance?: Empirical Evidence From Egyptian Private Hospitals

Introduction

In the landscape of modern organizational challenges, the stewardship of environmental and corporate resources has become a paramount concern. It is incumbent upon decision-makers and executive leadership to engage in the judicious management of these resources by formulating and implementing sustainable operational strategies (Chowdhury, 2017). Recent pressures from a diverse array of stakeholders have necessitated a shift towards administrative practices that are ecologically considerate, promoting sustainable organizational performance while simultaneously safeguarding vital resources amidst ongoing environmental shifts. This has precipitated the emergence of a novel paradigm that harmonizes the principles of human resources management with those of environmental stewardship, giving rise to the innovative discipline of green human resources management GHRM (Milliman, 2013).

The conceptualization of GHRM marks a significant milestone in the evolution of corporate environmental responsibility. GHRM embodies a strategic fusion that not only advocates for environmental conservation but also aligns with the overarching goals of organizational performance. It is a discipline that requires the development of strategic policies and the execution of plans that are inherently eco-centric, fostering a workforce that is both environmentally conscious and operationally competent (Uslu et al., 2023). Despite its strategic importance, the penetration of GHRM practices in developing countries is in its infancy, especially within the healthcare sector – a sector that stands to benefit markedly from the adoption of these practices in the wake of increasing environmental and societal challenges (Alzyod, 2021).

Sustainable performance of organizations is the prevailing approach in today's world because it is the trend to improve profitability and social and environmental conditions. Sustainability expresses development that meets current needs without affecting the needs of future generations (Malik et al., 2021). It should be emphasized that sustainability is not simply a monetary consideration, but it is a more comprehensive concept concerned with the climate and the general well-being of employees, society, customers, and stakeholders (McGain & Naylor, 2014). Human resources management plays an important role in supporting sustainability; therefore, organizations have become more oriented towards individuals interested in green practices through the adoption of green human resources management and the potential it provides for achieving sustainability and building competitive capabilities.

According to Ryan-Fogarty (2016), medicine is considered one of the most important service sectors, by virtue of providing care for the health of individuals, which requires attention to environmental preservation practices; however, medical care institutions ignore sustainable environmental practices for many reasons, the most important of which is avoiding additional expenses despite the importance of preserving the environment from pollution. Therefore, the attention of health institutions must focus on creating green initiatives to maintain their sustainable performance, such as recycling, energy efficiency, disposal of the harmful medical waste, water and natural resource conservation, sustainable transportation, and green procurement (McGain & Naylor, 2014).