The role of green human resource management practices in organizational reputation

Abstract

This study examines the role of green human resource management practices in organisational reputation within door manufacturing companies in the Rania district. The aim of the study is to identify the nature of the relationship between green human resource management and its impact on organisational reputation. To achieve the research objectives, the researchers used a questionnaire as the primary data collection tool, comprising 24 questions, (12) questions relating to green human resources management and (12) questions relating to organisational reputation, with the research community comprising all employees of door manufacturing companies (K Door, Eva Door, Khoshnaw Door) in the Rania district, The study also employed a descriptive and analytical approach. Data were collected by distributing questionnaires to a random sample of 220 workers, of which 183 were deemed valid for analysis. The data were analysed using the statistical software SPSS. The study reached several conclusions, the most notable of which was that there is a strong positive correlation between these two variables, and that companies which implement green human resource management effectively and seriously are likely to enhance their reputation both internally (among employees and shareholders) and externally (within the wider community), In light of these findings, the study makes several recommendations aimed at ensuring that employers achieve gender balance and increase the proportion of female workers, and to be able to benefit from and rely on graduates of universities and colleges in the workplace, providing them with a reasonable monthly salary that attracts qualified individuals to their factories, whilst increasing worker satisfaction through the implementation of safety requirements consistent with green human resource management, which has a positive impact on the environment.