Recent study in the area of environmental management suggests that enhancing environmental performance is dependent on employee behavior. Nevertheless, there is a limited amount of study investigating the correlation between human resource management and environmental performance. The examination of the collective influence of green human resources management and green innovation on environmental performance has been neglected. The aim of this study is to investigate the relationship between environmental performance and a green high-performance work system (GPWS), specifically focusing on the influence of green ambidexterity and mediating elements such as social, environmental, and corporate governance issues. The next book will advocate for the use of GHPWS (Green Human Resource Practices and Work Systems) and ESG approaches to promote the cultivation of green ambidexterity, leading to enhanced environmental performance. Moreover, this book will provide valuable insights into Green Human Resource Management (GHRM), Environmental, Social, and Governance (ESG) practices, and the current research on green ambidexterity. Moreover, it will have practical uses for both academics and corporate executives alike.

About the research community, the current book will try to indicate that GHPWS acts as a precursor to the development of green ambidexterity, which is in line with the Ability-motivation-opportunity paradigm. This book makes a valuable contribution to the academic area of green innovation by showing that hotels may improve their potential to achieve both environmental sustainability and economic success by using Green Human Resource Practices and Work Systems (GHPWS). Sustainable innovations demonstrate significant levels of novelty and unpredictability. To do this, it is crucial to incorporate environmentally aware human resource practices, such as training, recruiting, and performance assessment, with state-of-the-art methodologies. Several studies have investigated the relationship between environmentally friendly practices and ecological effectiveness. The results of this study indicate that implementing a green human resource management bundle, which consists of a set of coordinated organizational practices, has a beneficial impact on green ambidexterity at a systemic level. This research enhances the existing information on the determinants of green innovation by providing a thorough examination of the precursors to the development of green high-performance water systems (GHPWS). The antecedents include several factors, such as environmental ethics, environmental regulation, green suppliers, quality management, and absorptive capacity.

The present corpus of research has mostly neglected the topic of green organizational ambidexterity. To enhance their performance in existing eco-conscious marketplaces and foster future eco-conscious advancements, businesses need to formulate strategies that are in line with the notion of organizational ambidexterity. This topic has undergone thorough discussion within academic circles. This article adds to the current discussion on the connection between green organizational ambidexterity and the adoption of green high-performance work systems. The findings suggest that organizations that use a variety of environmentally friendly human resource practices together build a Green Human Resource Practice Work System (GHPWS). This approach improves the flexibility of the resources needed to achieve both environmental sustainability and operational agility, which is also associated with environmental efficiency. The distinguishing feature of GHPWS is its ability to differentiate itself from other process management systems that promote efficiency and stability to take advantage of present market opportunities but hinder environmentally aware organizational innovation. Therefore, this book suggests the advantages of integrating environmentally conscious HR practices in a proactive manner. Organizations that use more rigorous techniques for green human resource management may see a boost in productivity and showcase the required discipline to foster more sophisticated green organizational innovations. This illustrates the importance of integrating green HR systems into an organizational framework and highlights its role as the main catalyst for attaining green ambidexterity.

Moreover, this study adds to the existing, although limited, collection of literature on the influence of green ambidexterity on the environmental performance of businesses. Prior research has established a consensus that green innovation has a significant influence on environmental performance. The research illustrates that effectively managing and combining both exploitative and exploratory activities in a sustainable way leads to improved environmental performance. The study provides an academic contribution by confirming two important discoveries: firstly, that innovation does indeed improve environmental performance; and secondly, that the cultivation and promotion of green capabilities are essential not only in the manufacturing sector but also in the hotel industry. Therefore, it is recommended for service-oriented businesses, like hotels, to actively promote the implementation of a cohesive and comprehensive strategy for environmental sustainability in their operations, also known as green ambidexterity. This involves giving priority to the advancement, incorporation, and adjustment of both internal and external resources to produce ecologically sustainable goods, services, or processes that are both innovative and effective.

On the other hand, leadership and management may use green innovation to enhance environmental performance and achieve a competitive edge in the market by applying the guidelines specified in our book. Adopting green HRM practices is essential for attracting, developing, and keeping personnel who have environmentally sensitive attitudes and values. This is done to support a company's objective of gaining a competitive advantage by implementing eco-friendly processes, goods, and services. Moreover, firms should provide resources to support green HRM and see it as a strategic advantage in order to effectively use people' abilities in managing roles. Hence, to promote and sustain the development of environmentally friendly procedures and products, we suggest that senior executives incorporate environmental management goals into green human resource management policies and practices, as outlined in our book. As a result, the current book is intended to be used from both academic and business community.

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Editor/Author Biographies

Konstantina Ragazou is an Adjunct Prof. at the University of Western Macedonia and an Associate Teaching Staff at the University of Neapolis Pafos. She teaches Accounting and Management, while she works as a strategic consultant in a consultancy company based in London. She has published more than 40 research papers in high-ranking scientific journals.

Alexandros Garefalakis is Certified Public Accountant (Fellow of CPA), Certified Management Accountant (CMA) and he is an Assistant Professor at the Dept. of Business Administration and Tourism at Hellenic Mediterranean University (HMU) in Greece. Also, he has co-authored 7 books on Audit Accounting, Financial Accounting, Management Accounting and Research Methods for Business issues and his areas of research interest include the Disclosure Narrative information, ESG, I.F.R.S, Management Commentary Index (Ma.Co.I), Auditing, Quality of Financial Statements, Weighting models in Accounting, Accounting and Operation Research, Multiple Criteria Decision‐Making in Management Accounting.

Dr Christos Papademetriou, teaches at the University of Neapolis in Pafos since 2010. He is an Assistant Professor in Management – Human Resources Management at the School of Economics, Administration and Computer Science. He is a Coordinator of the Distance Master in Business Administration (DMBA). He was teaching in the Department of Business Administration at the Open University of Cyprus (2017-2020). He obtained a ΒΑ (Hons) in Accounting and Business (2001) and MA in International Management (2002) from the University of Sunderland. He was awarded also a BSc (Hons) in Computing and the Postgraduate Certificate in Information Systems from the University of Portsmouth. He also holds an MA in Real Estate from University of Neapolis. He holds a doctorate (PhD) in Social Science from the University of Leicester, UK. The title of his thesis is “Investigating the Impact of Sequential Cross-Cultural Training on the Level of Sociocultural and Psychological Adjustment of Expatriate Mangers”. Furthermore, he obtained a Postdoctoral from the University of Western Macedonia. His research interests are in the areas of Management, Human Resource Management, Organizational Behaviour, Tourism Business Administration, Educational Management, Service Quality and Tourism and Hospitality Management and Marketing.

Angeliki Samara is an Assistant Professor in Accounting at the Department of Accounting and Finance, School of Business Administration, University of Macedonia. She obtained her BSc in Economics from Aristotle University, pursued her MSc degree in Applied Economics and Finance with academic direction in Applied Accounting and Auditing from the National and Kapodistrian University of Athens and a PhD in Accounting from the University of Surrey, UK. She also holds a professional qualification in Audit from the Institute of Certified Public Accountants of Greece (IESOEL). She is the President of the Examinations Committee of the Institute of Certified Public Accountants of Greece (IESOEL) for the conduction of the professional exams. She is a member of the Committee for Research Ethics of the University of Macedonia. She is also a member of the Quality Control Board (SPE) of the Greek Accounting and Auditing Oversight Board (ELTE) and of the Quality Control Committee (EPE) of SOEL. Her research interests include Financial Reporting, International Financial Reporting Standards, Accounting and Auditing. Her work has been presented in various academic conferences and has been published in peer reviewed academic journals. Angeliki Samara is also a member of national and international organizations, such as the Multinational Finance Society, the Hellenic Finance and Accounting Association and the Economic Chamber of Greece.

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