**3. Research methodology**

In Morocco in particular, there is a lack of publications on GHRM [38]. Thus, this research is an exploratory qualitative study that aims to provide a deep understanding of GHRM in the Moroccan context rather than a generalization.

Given that GHRM is a relatively new, we consider that ISO 14001 certified companies are the most likely to have introduced or at least acknowledge the importance of GHRM. As stated by Al-ghazali and Afsar [40], organizations with environmental management systems, such as ISO 14001, are expected to have implemented green initiatives across the business functional areas. Additionally, ISO14001 certified companies tend to apply more environmentally oriented work practices, have an environmental policy, and are more sensitive to environmental issues [21]. Thus, the selection of the companies and the sample for the interviews were based on the purposive sampling technique. We targeted four ISO14001 certified companies, which are continuously improving their environmental performance in line with the requirements of the standard.

As mentioned previously, data were collected from four ISO14001 companies. The reason for choosing these companies in particular is the fact that they are sensitive to environmental issues and have implemented several projects and proactive actions, including employees and community environmental education, environmentally friendly process, employees environmental volunteering, and several other projects.

Although our sample size contained only four companies, it allowed us to provide a deeper understanding by presenting rich data on HR managers' perceptions of GHRM. Furthermore, our sample size is considered acceptable compared with other similar studies on GHRM. For example, Suharti and Sugiarto [56] used an exploratory qualitative approach in a single multinational cement company in Indonesia. A study by Yong et al, [57] used a sample of four HR managers/leaders from four large manufacturing companies. Yusoff et al, [58] conducted an exploratory study to understand how four HR managers from four multinational companies in Malaysia perceive and understand the concept of GHRM.

At the first stage, we contacted managers or senior personnel of the selected companies through emails, LinkedIn, and phone calls addressed to HR departments. We stated the objectives and relevance of the study and the potential contribution of the company to the research. Besides, we narrowed the sampling to the HRMs and HRDs because this category is well aware and knowledgeable of HRM practices and strategies. As argued by Obeidat [21], HR managers are in a good position to provide GHRM information. Thus, strategically placed managers within the HR division were the main target group of the study because of the in-depth knowledge they have of administrative HR functions, the strategic planning, and implementation (**Table 1**).


#### **Table 1.**

*Respondents profiles.*

The data were collected through semistructured interviews. The themes have been previously prepared in the interview guide. Therefore, the interview questions were framed to understand the connection between environmental concern and HRM, the current status of GHRMP, GHRM awareness, perceived importance, challenges and requirements. Thus, using NVIVO12 software, we created the six main categories of codes listed below.

The data analysis involved the following steps: (a) a careful (re-)reading of the interview after transcription; (b) coding and analysis of the text according to the themes predefined in the guide; (c) interpretation of the results in the light of the codes and themes discerned. NVIVO was used, in particular, to organize the transcription of the interviews by theme, which resulted in a better-quality result than with manual methods.
