Green Practices in Action: Examining HRM’s Role in Fostering Environmental Performance in Egypt’s Hospitality Sector

Round 1

Reviewer 1 Report

In the abstract, the authors clearly state what was researched and what results were achieved, as well as research contributes to the literature on sustainable business

The introduction is more written as a continuation of the abstract, rather than an introduction to the issues of the article. Also, the general goal of the study is not mentioned, but "following key objectives" are defined. Usually, a goal is indicated, which can be revealed through the following key objectives.

Only on page 16, in section 4. Discussion, the purpose is stated:

"This study aimed to unravel the intricate relationships between Green Human Resource Management (Green HRM), Environmental Performance (EP), Green Employee Behaviors (GEB), and Environmental Knowledge and Awareness (EKAW)."

In the literature review, the authors thoroughly reveal the essence of the research topics, citing authors who have already explored these issues. It should be noted that the authors added "Literature Gap and Hypotheses", which emphasizes their thorough work with the sources

The methodology is written in "understandable language". The empirical results were derived from Pearson correlation coefficients and regression analyses. The statistical evidence a significant positive correlation between Green HRM practices and both mediators––EKAW (M1) and GEB (M2). The substantial correlation coefficient suggests that incentivizing green practices might be particularly effective in enhancing knowledge and behaviors related to environmental sustainability. The results presented in Tables 6 and 7 further affirmed the significant role of EKAW (M1) and GEB (M2) in mediating the relationship between Green HRM practices and various facets of EP, including sustainability, environmental standards, and rationalization of energy consumption.

Conclusion and Recommendations are based on the results of the conducted research

Author Response

We greatly appreciate your time and effort in reviewing our manuscript and providing insightful feedback. Below are our detailed responses to your comments, with the corresponding changes highlighted in the revised document we have resubmitted.

1. Acknowledging your observation regarding the similarity between the introduction and the abstract, we have thoroughly revised the introduction section. We aimed to delineate it from the abstract while focusing more sharply on the article's primary issue. This enhancement sets a distinct tone for the article right from the outset, ensuring that the introduction lays a solid foundation for the following discussions. The revised introduction is now presented on pages 1-2 of the document.
2. In response to your suggestion for greater emphasis on the article's general goal, we have explicitly stated this within the introduction. This addition aims to provide readers with a clear understanding of the article’s objectives and the scope of our research right from the beginning. You will find this clarification in paragraph 4, lines 67-70, on page 1.

Reviewer 2 Report

The authors must develop the part of conclusions, so that they value the results of the research.

I recommend the authors to consider in the future articles the papers considered relevant, especially those in the main flow of publications.

This study examines the dynamic relationship between Green Human Resource Management (Green HRM), Environmental Performance (EP), Green Employee Behavior (GEB), and Environmental Knowledge and Awareness (EKAW) within the Egyptian hospitality sector context.                The findings reveal significant positive correlations between Green HRM practices and these mediators, indicating that comprehensive environmental strategies and incentive management are pivotal in promoting eco-friendly practices among employees.                This research contributes to the literature on sustainable business practices by underscoring human resource strategies’ integral role in achieving environmental sustainability goals, highlighting the importance of incentivizing green practices, and cultivating an organizational culture that prioritizes EKAW.                These insights are particularly valuable for organizations seeking to enhance their ecological footprint through effective Green HRM practices.      The present study also highlights the mediating role that environmental awareness plays, i.e., how employees’ degree of knowledge about environmental issues can affect Green HRM practices’ success.                This research contributes to the growing literature on Green HRM by empirically   validating its positive impact on EP, mediated by employee behavior and awareness. While it also confirms that GEB and EKAW play a significant role, it also opens up new avenues for examining how these mediators interact and how environmental awareness might shape these dynamics further.

The paper is well structured and addresses a topical issue. The description is made accurately honestly and deontologically.

The introduction is well-founded, with references to the national and regional  context of the research.

A description of the current state of knowledge in the field takes place, in a clear, systematic, critical, coherent and concise way, compared to previous or recent achievements.

The research methodology is adequate, being explained in detail.

Figures and tables are an important part of the article.

The conclusions are not pertinent and do not reflect the results of the research.

Author Response

Thank you for your thoughtful feedback and the opportunity to refine our manuscript further. We have resubmitted in response to your comments, with the corresponding changes highlighted in the revised document.

We have implemented specific modifications to the conclusion section on pages 17-18, lines 556-594. These changes were aimed at ensuring the conclusions not only encapsulate the core findings of our research but also emphasize the practical implications of these findings for implementing Green HRM practices in Egypt. We have expanded the discussion to illustrate how our research contributes to the existing body of knowledge and addressed the potential for Green HRM to catalyze environmental sustainability in the hospitality sector. Recognizing the unique environmental challenges and opportunities within Egypt, our revised conclusions highlight how Green HRM practices can be tailored and applied within the Egyptian hospitality industry to foster a culture of sustainability. We have aimed to offer insightful findings that reflect the results of our research and provide a valuable resource for practitioners, policymakers, and researchers interested in the intersection of human resource management and environmental sustainability.

Reviewer 3 Report

The article addresses a very interesting and timely topic. Correctly selected research tools for conducting and analyzing research results. To increase the value of the study, it is suggested to deepen the description of the research sample. In my opinion, the section on the conclusions of the research should be significantly expanded. 

Author Response

Thank you for your invaluable feedback and the opportunity to refine our manuscript further. In accordance with your suggestions, we have undertaken a comprehensive review of our paper, implementing several essential modifications aimed at enhancing the coherence, clarity, and contextual relevance of our work, particularly regarding the Egyptian context in the field of Green HRM. Below, we detail the specific revisions made in response to your comments ,with the corresponding changes highlighted in the revised document we have resubmitted.

1. We have thoroughly revised the manuscript to strengthen the arguments and discussions surrounding our findings. This involved a detailed comparison of our results with prior studies, specifically tailoring our analysis to the Egyptian context. To achieve coherence and ensure consistency across the paper, we revisited our general goal, objectives, and hypotheses, making necessary adjustments in linguistic formulations.

• Introduction section: page 2, paragraph (4), lines 67-77.
• Literature Review section page 6, the last paragraph, lines 271-278
• Empirical results section page 12, paragraph 3 in sub-section 5 Testing Mediation with Regression Analysis lines 377-396
• Discussion section page no.16, lines 515-554.

2. To increase the value of the study, we will deepen the description of the research sample.in subsection sample paragraph 1, lines 289,292,293 and 294
3.  We have improved the presentation of our empirical results to enhance clarity and comprehension. This includes carefully reworking the text and including Tables 8 and 10, designed to facilitate a more intuitive understanding of our analysis and findings. The empirical Results section was revised for a more precise presentation of findings, complemented by adding tables for a more straightforward analysis interpretation (Page 12, Paragraph 3 in Subsection 5, Lines 377-396; Tables on Pages 14 and 16).
4. Our conclusions have been accurately re-evaluated and revised to reflect and evaluate the results of our research more accurately. This revision was undertaken to directly relate our conclusions to our findings while emphasising the significance of our study within the domain of Green HRM and highlighting its relevance to the Egyptian context. Conclusion and Recommendations section has been revised to ensure it aligns closely with our findings, underscoring the study's contributions to Green HRM, especially to Egypt (Pages 17-18, Lines 556-594).

Reviewer 4 Report

Dear Authors

To begin with, I note fluency and logical coherence which are attributes throughout your paper. Also, the subject is important in the general efforts of sustainable development.

Still, there are some weakneasses that need to be acknowledged.

The Literature review was clear, thoroughly conceived and referenced. But, when you described the research models (Figure 1), factors such as Green Job Analysis and Description, Green Human Resources Planning, Green Training and Development or Environmental Incentives Management, which are core elements of research, have been previously only nominated. Being essential for the research, explanations for the motives to choose these attributes and descriptions of their content and importance for the subject need to be provided.

At the same time, the inclusion of the questionnaire that was the basis of the research, as an annex or in another version, is useful.

Discussion and Conclusion sections could be extended, in my opinion, by including practical solutions to be implemented in the hospitality sector.

Author Response

Thank you for your insightful feedback on our manuscript. In response to your recommendations, we have undertaken comprehensive revisions to enhance the clarity, precision, and overall quality of our study on Green Human Resource Management (Green HRM) within the Egyptian context. Below, we detail the changes made in alignment with your suggestions, with the corresponding changes highlighted in the revised document we have resubmitted.

1. We accurately revised the research design, including the research questions, hypotheses, and methods, to enhance precision and clarity. These modifications aim to provide a more robust framework for investigating the impact of Green HRM practices within the Egyptian hospitality sector. We revised the Introduction section (Page 2, Paragraph 4, Lines 67-77) and Literature Review section (Page 6, Last Paragraph, Lines 271-278) to reflect these refinements, ensuring a solid foundation for our study.
2. To deepen the theoretical underpinning of our study, we expanded the Literature Review to include crucial elements of Green HRM such as Green Job Analysis and Description, Green Human Resources Planning, Green Training and Development, Environmental Incentives Management, and Green Performance Evaluation. This expansion aims to highlight the significance of these elements in driving organizational sustainability through HR practices, grounding our study within a broader scholarly context. The Literature Review section on Green HRM (Pages 3-4, Paragraphs 3-4-5-6-7, Lines 127-150) now includes a detailed discussion of these core elements, underscoring their relevance and contribution to the field.
3. In response to the need for greater clarity in our presentation of findings, we have made targeted modifications to the Empirical Results section. This includes a more precise articulation of our Testing Mediation with Regression Analysis results and adding Tables 8 and 10. These changes are designed to enhance the understandability of our analysis, facilitating a more intuitive grasp of the study's outcomes. The empirical Results section (Page 12, Paragraph 3 in Subsection 5, Lines 377-396) and the inclusion of Tables 8 and 10 (Pages 14 and 16) have been revised for clarity and ease of comprehension.
4. We thoroughly reviewed our Conclusions and Recommendations section to reflect and evaluate our research results more accurately. This revision aimed to ensure a direct correlation between our conclusions and our findings, with a particular emphasis on the implications of our study for advancing Green HRM practices in the Egyptian context. The Conclusions and Recommendations section (Pages 17-18, Lines 556-594) has been carefully revised to align with our research findings, underscoring the significance of our study in contributing to the understanding and implementation of Green HRM within Egypt.