The role of green human resource management practices in enhancing strategic leadership/An analytical study of the opinions of faculty council members in private universities in Erbil


The present study aimed to analyze the relationship and impact of green human resource management for administrative leaders in private universities, represented by its dimensions (green employment, development and green training, green performance evaluation, green compensation and rewards) in the dimensions of strategic leadership, represented by (risk tolerance, creativity and innovation, and entrepreneurial leadership), Proactive (initiative).The general framework of the study represents the problem of the study, which with its effects has identified several questions about the nature of the relationship and the impact and the contrast between the independent variable (green human resource management) and the adopted variable (strategic leadership). The validity of all the hypotheses were subjected to multiple tests and the study used a questionnaire form as a tool to obtain the data. The study followed the descriptive and analytical approach, as the main and sub-variables were described, as well as to analyze the relationships and influence between the variables. As for the individual respondents, their number reached (84) members of college boards out of the total leaders in the selected sample of universities. The hypotheses were tested through a set of statistical analyzes and tests using the computer program (SPSS V.22). The study reached a set of conclusions, the most important of which is the presence of high correlations and strong influences between the main and sub-variables, at the macro and micro level, and the correlation was high between green compensation and risk tolerance, while the impact was strong for training and green development in strategic leadership. The study suggested a set of proposals in light of the conclusions, including the necessity of harnessing the strong relationships between the two variables and directing them towards serving the researched universities with the necessity of documenting the relationship between evaluating green performance and taking risks and striving seriously to support weak relationships, especially green employment in strategic leadership by modifying employment items and methods of recruitment.