Hello. I am providing you with a file that you can use. I would appreciate it if you would see my articles and recommend them so that they can be seen more.

Dear Mr. Hamidreza Zahedi, I appreciate your support. Can you please inform me how I can access the articles for which this questionnaire was used? Furthermore, as you know, the questionnaire should be valid and reliable; can you please confirm that?

Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International journal of management reviews, 15(1), 1-14.

Jabbour, C. J. C., Santos, F. C. A., & Nagano, M. S. (2010). Contributions of HRM throughout the stages of environmental management: methodological triangulation applied to companies in Brazil. The International Journal of Human Resource Management, 21(7), 1049-1089.

Daily, B. F., & Huang, S. C. (2001). Achieving sustainability through attention to human resource factors in environmental management. International Journal of operations & production management, 21(12), 1539-1552.

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.

Nayef Omar To assess Green Human Resource Management (GHRM) practices using a valid and reliable questionnaire, you can consider the following scales developed and validated in prior research:

When selecting a questionnaire, ensure it aligns with your research objectives and the specific context of your study. Reviewing the original studies will provide detailed information on the scales' development, validation processes, and application guidelines.

To develop a valid and reliable questionnaire on Green HRM (Human Resource Management) practices, we can take a systematic approach using theoretical concepts related to Green HRM and employee retention.

First, I suggest conducting a thorough review of existing literature on Green HRM, focusing on the key practices and dimensions that are commonly associated with sustainability and employee engagement. Commonly identified Green HRM practices include:

Green Recruitment and Selection – How organizations attract and select environmentally conscious employees.

Green Training and Development – Initiatives to educate employees on environmental sustainability practices.

Green Performance Management – Evaluating and rewarding employees based on their contribution to environmental goals.

Green Compensation and Benefits – Offering incentives or benefits for environmentally friendly behaviors.

Employee Involvement in Green Practices – The extent to which employees participate in or contribute to the organization's sustainability efforts.

Using these key themes, we can create a matrix that outlines each Green HRM practice, its relevance to employee retention, and the specific aspects we want to measure.

وعليكم السلام ...نعم بامكاني المساعدة