Human Resource Creativity at The University of Business and Technology A Case Study Case Study

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The Effect of Green Human Resource Management Practice on Human Resource Creativity at The University of Business and Technology: A Case StudyAbstractProtection of the environment has in the recent past risen to be one of the major concerns for decision and policymakers in both public and private sectors. For organizations and managers, this has resulted in an urgent need for green human resource practices to protect the environment and natural resources and minimize or eliminate practices that have negative and harmful effects on the environment. Therefore, this study sought to determine the effect of green human resource management practices in the green training axis on the creativity of human resources in the University of Business and Technology Company. The research questions sought to establish human resource management practices in the green training axis and the creativity level of human resources at the University of Business and Technology. A case study research method was used, targeting the University of Business and Technology Company employees, and an electronic questionnaire was used as the data collection tool. Questionnaires were emailed to all the 524 employees of the University of Business and Technology Company, and only 467 were returned, a return rate of 89.12%. Study findings showed that the level of creativity of human resources in the University of Business and Technology Company had a high evaluation of the general level. The company paid more attention to human resources\' creativity, which showed an increase in the level of human resources in the University of Business and Technology Company. Based on these findings, it is concluded that there was a statistically significant effect of green human resource management practices on the creativity of the human resource in the University of Business and Technology Company.IntroductionIn recent years, environmental protection issues have emerged as one of the most important issues in the world, as preserving the natural ecosystem is an important issue for future generations and an important priority on the agenda of managers and decision-makers (Vogel, 2011). This issue resulted in more pressure on organizations, which motivated organizations to prepare, develop and apply green management approaches based on environmentally friendly practices and procedures (Sarkis, Gonzalez-Torre, & Adenso-Diaz, 2010). The urgent need for green human resource practices has emerged in response to the initiatives of international business organizations that take care of the environment and its resources due to the expansion and spread of the field of business worldwide and the negative effects and practices of these businesses and industries on the environment (Butzer, 2012). Nevertheless, the issue of achieving sustainability for the organization through green management is still the focus of discussion among management scholars, which provides the opportunity to do more research on how organizations can practice green management that is competitive, which requires a high level of technical and administrative skills among employees to achieve a sustainable competitive advantage for the organizations (Matthews & Shulman, 2005).

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Although there are many studies that have dealt with the issue of green human resource management, there is still a barrier associated with the effective implementation of green human resource management policies. Because of the birth of this concept and the global interest in it, this led to an increase in awareness within organizations of the importance of environmental issues and forced them to adopt environmentally friendly practices (Gadenne, Kennedy, & McKeiver, 2009), represented by managing green human resources, which resulted in increased efficiency in organizations (Masri & Jaaron, 2017), reduced costs (Sheikh, Islam, & Rahman, 2019), attracted green competencies (Amrutha & Geetha, 2020), and improved productivity (Astuti & Wahyuni, 2020). Likewise, private Saudi companies can get a competitive…

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…of Business and Technology Company established green personal competencies by sending a number of human resources employees in the company to obtain accredited certificates to raise their green competence, which increased the employee’s productivity, efficiency, and creativity.ConclusionThe current study aimed to determine the effect of green human resource management practices in the green training axis on human resources creativity in the University of Business and Technology Company. The company has an average level of interest in GHRM manifested through green training and development. Through training and development, the company can increase employee awareness of the organization’s environmental policy and changing employee behavior to be more aware and aware of dealing with the environment. The level of creativity in the University of Business and Technology Company was high from a general perspective. The creativity of the human resource at the University Company has a great relationship with the green human practices that the company pursues. GHRM practices contribute to stimulating human resource creativity and promoting, developing, and maintaining sustainable practices and environmental elements that contribute to creating awareness for organizations to operate in an environmentally sustainable manner.Moreover, The University of Business and Technology Company has a policy for focusing on HR creativity and raising their level to the highest levels required. The University Company provides opportunities for employees to express their new ideas with high confidence and translate them on the ground, in addition to enhancing the employees’ sense of job security. The findings show a statistically significant effect of GHRM practices on the creativity of the human resource in the University of Business and Technology Company. These practices in its green training axis positively affect the values ??of the variable dependent on the creativity of human resources as the company has visions and perceptions about green practices and has objective measures,….....

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