Достдар Хуссейн, Леонова И.С., Мнассри Ясмине Изучение влияния экологически ответственного подбора персонала и его обучения на экологическую эффективность организации с учетом «зеленой» мотивации сотрудников (на примере гостиничного сектора Гилгит-Балтистана, Пакистан)

Научная статья
УДК 316.354:351/354
https://doi.org/10.24158/spp.2026.4.1
 

Изучение влияния экологически ответственного подбора персонала и его обучения

на экологическую эффективность организации с учетом «зеленой» мотивации

сотрудников (на примере гостиничного сектора Гилгит-Балтистана, Пакистан)

 
Достдар Хуссейн¹, Ирина Сергеевна Леонова², Мнассри Ясмине^3
1,2,3Национальный исследовательский Нижегородский государственный университет
имени Н.И. Лобачевского, Нижний Новгород, Россия
¹dostdar.hussain@uobs.edu.pk, https://orcid.org/0000-0002-6560-7992
²irina.leonova@unn.ru,https://orcid.org/0000-0001-5892-0801
³mnassriyasmine@gmail.com, https://orcid.org/0009-0001-9570-5999
 
Аннотация. В данном исследовании изучается влияние «зеленых» практик управления человеческими ресурсами (GHRM), связанных с экологически ответственным подбором персонала (GRS (Green Recruitment and Selection)) и его «зеленым» обучением (GT (Green Training)) для достижения экологической результативности (EP) организаций в гостиничном секторе с учетом мотивации сотрудников (GM). Концепция AMO (Ability, Motivation, Opportunity) принята авторами в качестве основной теории управления человеческими ресурсами (HRM), которая объясняет взаимосвязь между практиками управления персоналом и производительностью организации и предполагает, что результаты деятельности сотрудника зависят от трех ключевых факторов: способности, мотивации и возможности выполнять задачи. Эмпирические данные опираются на результаты анкетирования персонала отелей, которые были проанализированы с использованием методов поискового маркетинга (Search Engine Marketing (SEM)). Итоги работы свидетельствуют о значимости GHRMP для бизнес-стратегии организации, поскольку они направлены на достижение целей, связанных с устойчивым развитием. Исследование дает представление о том, как гостиничные специалисты могут использовать GHRMP для повышения эффективности работы гостиничного бизнеса в контексте защиты окружающей среды.
Ключевые слова: Гилгит-Балтистан, «зеленое» управление человеческими ресурсами, экологическая эффективность, «зеленая» мотивация, «зеленый» набор и отбор, «зеленое» обучение, способности – мотивация – возможности
Финансирование: инициативная работа.
Для цитирования: Достдар Хуссейн, Леонова И.С., Мнассри Ясмине. Изучение влияния экологически ответственного подбора персонала и его обучения на экологическую эффективность организации с учетом «зеленой» мотивации сотрудников (на примере гостиничного сектора Гилгит-Балтистана, Пакистан) // Общество: социология, психология, педагогика. 2026. № 4. С. 14–24. https://doi.org/10.24158/spp.2026.4.1.
 
Original article
 

Study of the Impact of Environmentally Responsible Recruitment and Training

on Organizational Environmental Performance Considering Employees’ Green

Motivation (Using the Example of the Hotel Sector of Gilgit-Baltistan, Pakistan)

 
Hussain Dostdar¹, Irina S. Leonova², Yasmine Mnassri^3
1,2,3National Research Lobachevsky State University
of Nizhny Novgorod, Nizhny Novgorod, Russia
¹dostdar.hussain@uobs.edu.pk, https://orcid.org/0000-0002-6560-7992
²irina.leonova@unn.ru, https://orcid.org/0000-0001-5892-0801
³mnassriyasmine@gmail.com, https://orcid.org/0009-0001-9570-5999
 
Abstract. This study examines the impact of green human resource management (GHRM) practices related to environmentally responsible recruitment and selection (GRS) and green training (GT) on achieving environmental performance (EP) in the hotel industry, taking into account employee motivation (GM). The authors adopt the Ability, Motivation, and Opportunity (AMO) concept as the core theory of human resource management (HRM), which explains the relationship between HR practices and organizational performance and suggests that employee performance depends on three key factors: ability, motivation, and opportunity to perform tasks. The empirical data is based on the results of a hotel staff survey, which were analyzed using Search Engine Marketing (SEM) methods. The findings demonstrate the importance of GHRMP for an organization’s business strategy, as they are aimed at achieving goals related to sustainable development. The study provides insights into how hotel professionals can use GHRMP to improve hotel business performance in the context of environmental protection.
Keywords: Gilgit-Baltistan, Green Human Resource Management, Environmental Performance, Green Motivation, Green Recruitment and Selection, Green Training, Ability-Motivation-Opportunities
Funding: Independent work.
For citation: Dostdar Hussain, Leonova I.S. & Mnassri Yasmine. (2026) Study of the Impact of Environmentally Responsible Recruitment and Training on Organizational Environmental Performance Considering Employees’ Green Motivation (Using the Example of the Hotel Sector of Gilgit-Baltistan, Pakistan). Society: Sociology, Psychology, Pedagogics. (4), 14–24. Available from: doi:10.24158/spp.2026.4.1 (In Russian).

© Достдар Хуссейн, Леонова И.С., Мнассри Ясмине, 2026

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References:
 
Abdelhamied, H.H., Elbaz, A.M., Al-Romeedy, B.S. & Amer, T.M. (2023) Linking Green Human Resource Practices and Sustainable Performance: The Mediating Role of Job Satisfaction and Green Motivation. Sustainability. 15 (6), 4835. Available from: doi:10.3390/su15064835.
Abdelwahed, N.A.A., Al Doghan, M.A. & Soomro, B.A. (2024) Green Human Resource Management and Environmental Performance Among Hotels. Corporate and Business Strategy Review. 5 (1), 241–253. Available from: doi:10.22495/cbsrv5i1art22.
Aboramadan, M., Kundi, Y.M. & Becker, A. (2022) Green Human Resource Management in Nonprofit Organizations: Effects on Employee Green Behavior and the Role of Perceived Green Organizational Support. Personnel Review. 51 (7), 1788–1806. Available from: doi:10.1108/pr-02-2021-0078.
Ahmed, M., Qiang Guo, Qureshi, M.A., Raza, S.A., Khan, K.A. & Salam, J. (2021) Do Green HR Practices Enhance Green Motivation and Proactive Environmental Management Maturity in Hotel Industry? International Journal of Hospitality Management. 94, 102852. Available from: doi:10.1016/j.ijhm.2020.102852.
Al Shammre, A.S., Alshebami, A.S., Seraj, A.H.A., Elshaer, I.A., Al Marri, S.H. (2023) Unleashing Environmental Performance : The Impact of Green Entrepreneurial Motivation on Small Enterprises. Frontiers in Environmental Science. 11, 1–12. Available from: doi:10.3389/fenvs.2023.1176804.
Al-Alawneh, R., Othman, M. & Zaid, A.A. (2024) Green HRM Impact on Environmental Performance in Higher Education with Mediating Roles of Management Support and Green Culture. International Journal of Organizational Analysis. 32 (6), 1141–1164. Available from: doi:10.1108/ijoa-02-2023-3636.
Alam, M.A. & Niu, X. (2021) Impact of GHRM on Organization’s Environmental Performance: Mediating Role of Green Employee Empowerment. Journal of Business. 6 (1), 15–30. Available from: doi:10.18533/job.v6i2.202.
Alkashami, M., Abbas, S.I., Danish, F., Cheumar, M. & Shadman-Pajouh, M. (2024) From Green HRM to Environmental Performance: How Employee Engagement Mediates the Relationship. International Journal of Operations and Quantitative Management. 30 (1), 63–78. Available from: doi:10.46970/2024.30.1.04.
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Hair, J., Sarstedt, M., Hopkins, L. & Kuppelwieser, V. (2014) Partial Least Squares Structural Equation Modeling (PLS-SEM) an Emerging Tool in Business Research. European Business Review. 26 (2), 106–121.
Jabeen, R., Mehmood, Sh., Ahmed, M., Ghani, T., Javaid, Z.K. & Popp, J. (2024) The Role of Green HRM on Environmental Performance: Mediating Role of Green Ambidexterity and Green Behavior and Moderating Role of Responsible Leadership. Journal of Chinese Human Resources Management. 15 (2), 70–90. Available from: doi:10.47297/wspchrmwsp2040-800504.20241502.
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Jha, R., Mishra, S. & Sharma, A. (2024) The Integration of Green Accounting and Green Human Resource Management for Sustainable Business Practices. In: Advances in Human Resources Management and Organizational Development. Hershey, pp. 62–76. Available from: doi:10.4018/979-8-3693-0972-8.ch004.
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Mahdy, F., Alqahtani, M. & Binzafrah, F. (2023) Imperatives, Benefits, and Initiatives of Green Human Resource Management (GHRM): A Systematic Literature Review. Sustainability. 15 (6), 4866.Available from: doi:10.3390/su15064866.
Masri, H.A. & Jaaron, A.A.M. (2017) Assessing Green Human Resources Management Practices in Palestinian Manufacturing Context: An Empirical Study. Journal of Cleaner Production. (143), 474–489.
Memon, S.B., Rasli, A., Dahri, A.S. & Abas, I.H. (2022) Importance of Top Management Commitment to Organizational Citizenship Behaviour towards the Environment, Green Training and Environmental Performance in Pakistani Industries. Sustainability. 14 (17), 11059. Available from: doi:10.3390/su141711059.
Nisar, Q.A., Haider, Sh., Faizan, A., Gill, S.S. & Waqas, A. (2024) The Role of Green HRM on Environmental Performance of Hotels: Mediating Effect of Green Self-Efficacy & Employee. Journal of Quality Assurance in Hospitality and Tourism. 25 (1), 85–118. Available from: doi:10.1080/1528008x.2022.2109235.
Patwary, A.K., Rasoolimanesh, S.M., Aziz, R.Ch., Ashraf, M.U., Alam, M.M. & Rehman, Sh.U. (2025) Assessing Environmental Performance Through Environmental Management Initiatives, Green Extrinsic and Intrinsic Motivation, and Resource Commitment in Malaysian Hotels. International Journal of Hospitality & Tourism Administration. 26 (2), 311–342. Available from: doi:10.1080/15256480.2024.2312474.
Rehman, M.F. (2025) Enhancing Organizational Environmental Performance Through Green Recruitment and Selection: Examining the Moderating Role of Autonomous and Controlled Motivation. Management of Environmental Quality: An International Journal. 36 (8), 2042–2060. Available from: doi:10.1108/meq-12-2024-0562.
Saiyed, S., Hasan, M., Chowdhury, R., Hossain, M.A., Musa, S., Kumar, V. (2025). Green Human Resource Management Practices on the Sustainable Performance of India’s Sports Sector. Retos. 67, 946–961. Available from: doi:10.47197/retos.v67.113288.
Sarfo, P.A., Zhang, J., Nyantakyi, G., Lassey, F.A., Bruce, E., Amankwah, O. (2024) Influence of Green Human Resource Management on Firm’s Environmental Performance: Green Employee Empowerment as a Mediating Factor. PLoS One. 19 (4), 1–28. Available from: doi:10.1371/journal.pone.0293957.
Sarwar, A. & Mustafa, A. (2024) Analysing the Impact of Green Intellectual Capital on Environmental Performance : the Mediating Role of Green Training and Development. Technology Analysis & Strategic Management. 36 (11), 3357–3370. Available from: doi:10.1080/09537325.2023.2209205.
Tang, G., Chen, Y., Jiang, Y., Paillé, P. & Jia, J. (2018) Green Human Resource Management Practices: Scale Development and Validity. Asia Pacific Journal of Human Resources. 56 (1), 31–55. Available from: doi:10.1111/1744-7941.12147.
Tanveer, M., Din, M., Khan, M.F., Almurad, H.M., Hasnin, E.A.H. (2025) Environmental and Sustainability Indicators Unleashing the Power of Green HR: How Embracing a Green Culture Drives Environmental Sustainability. Environmental and Sustainability Indicators. 26, 1–8. Available from: doi:10.1016/j.indic.2025.100657.
Tiwari, P. (2026) The Impact of Green Human Resource Management Practices on the Environmental Performance of Organisations. Journal of the Knowledge Economy. 17, 400–427. Available from: doi:10.1007/s13132-025-02701-0.
Vu, T.D., Nguyen, Th.Th.N., Nguyen, H.N. & Nguyen, M.H. (2025) Sustainable Management in the Hospitality Industry: The Influence of Green Human Resource Management on Employees’ Pro-Environmental Behavior and Environmental Performance. Journal of Hospitality and Tourism Insights. 8 (8), 2880–2899. Available from: doi:10.1108/jhti-09-2024-0912.
Wang, X., Wai Lai, I.K., Li, X.F., Wong, J.W. Ch. (2024) The Motivation Factors for Chinese Female Tourists to Participate in ‘Pin’ Themed Afternoon Tea at Luxury Hotels in Macau from the Sharing Economy Perspective and Self-Determination Theory. Journal of Quality Assurance in Hospitality & Tourism, 1–24. Available from: doi:10.1080/1528008x.2024.2424169.
Wehrmeier, W. (1996) Greening People. Human Resources and Environmental Management. Hardcover. 409 p.
Yafi, E., Tehseen, S., Haider, S.A. (2021) Impact of Green Training on Environmental Performance Through Mediating Role of Competencies and Motivation. Sustainability. 13 (10), 1–15. Availablefrom: doi:10.3390/su13105624.