Work Autonomy in as a Moderator Variable in the Relationship Between Green Human Resources and Conducive to Innovative Performance Behavior

Abstract

The general objective of this research is to identify the role of work independence as an interactive variable in the relationship between green human resources and innovative performance behaviors in the organization. The research relied on the descriptive inferential approach through the opinions of a sample of employees of the Real Estate Bank of Najaf Al-Ashraf. The research was adopted within the conceptual framework The topic of green human resources, as one of the modern topics, as an independent explanatory variable, and innovative performance behaviors as a responsive variable, and work autonomy as an interactive variable for the relationship between empowerment and the creation of knowledge champions. The analysis was conducted using a set of statistical tools compatible with the research objectives, and the Smart PLS program was used as a package. Statistics on a sample of (36) employees. The research included a number of conclusions, the most important of which is that work independence is characterized by indicating the extent to which an individual can determine his methods, speed, and effort to accomplish work tasks, enable others to pursue their good goals for themselves and their organizations, and help others communicate, which contributes to enhancing innovative performance behaviors in the organization. The most important recommendations reached by the research are to work on adopting the use of standards and characteristics of the green human resources management approach, which is reflected in the working individuals, as it contributes to the creation of individuals with innovative qualities, who in turn contribute to providing innovations and creativity and providing advice to the organization’s senior management because they are considered skilled individuals. High experience and capabilities.