This study aims at shedding light on the reality of human resource green competencies in Palestinian government hospitals in the Gaza Strip, clarifying the role of those competencies in improving organizational environmental performance. Furthermore, it clarifies the impact of green organizational culture on the relation between human resource green competencies and organizational environmental performance. The descriptive analytical approach was adopted. In addition, a questionnaire was designed to collect data from employees who work at nursing and administrative fields in government hospitals using two-stage cluster sample.Major conclusions indicated that the HR green competencies are weak among employees in the sampled hospitals. Moreover, there is a clear weakness in organizational environmental performance. In addition to weak green organizational culture.Eventually, it is recommended to design and initiate a clear environmental strategy and objectives. Furthermore, promote efforts to disseminate and encourage green culture, values, and beliefs among employees. Moreover, there is a need to develop and adopt practical and applicable green HRM functions. Also, educate and train employees to develop employees' green competencies. In addition, to increase employees' involvement and participation in green activities and solve environmental issues.

This study aims at identifying the impact of some of the cause factors of brain drain, particularly, living conditions and organizational practices, on the human resource assets of the health sector in the Gaza Strip, clarifying the role of those factors in increasing the brain drain phenomenon and what influence it has over the human resource assets. The descriptive analytical approach was adopted. In addition, a questionnaire was designed to collect data from physicians from the health sector using random sample. The conclusions indicated that both living conditions and organizational practices were rated by the respondents as having negative influence as brain drain cause factors. In addition, it negatively influenced the human resource asset. Moreover, there is a significant positive relationship between brain drain cause factors (living conditions and organizational practices) and human resource assets. This means improvements in the factors causing brain drain will lead to the same in the status of human resource assets. Accordingly, it is recommended to emphasize fairness, equity, equality, and anti-discrimination policies. Furthermore, continuously review and develop advanced organizational systems, such as career advancement, promotions, salary scales, incentives and rewards, in addition to appreciation and acknowledgment of competent employees. Moreover, there is a focus on investing in human resource assets through applying professional human resource practices related to human resource planning, and training and development.

<p>This study aims at shedding light on the impact of cultural responsibilities and community engagement of Muslim women on employment opportunities and employers’ practices in the British labour market. The descriptive-analytical approach was adopted. Also, a questionnaire was designed to collect data from Muslim women who are qualified to work and either have a job or seeking one, considering that they belong to different backgrounds in the UK. The cultural responsibilities and identity engagement don’t have a strong influence on improving Muslim women’s chances to get hired. Even though to a certain level there are positive indicators of adaptation to the British culture. Moreover, the respondents don’t perceive employment opportunities and employers’ practices in a highly positive way. Even though that most of them are living in the UK for a long period of time and some of them are British citizens, in addition, they are educationally qualified and enjoy a high level of English language proficiency. It is recommended that Muslim women should exercise more positive changes regarding their cultural responsibilities and identity engagement. Furthermore, Muslim women need to be more active in their environment and the labour market to get better access to jobs. In addition, it is recommended to have the British employers follow new policies of recruitment that ensure diversity and equality towards minority groups, especially Muslim women. As this will result in influencing positively employment opportunities for Muslim women.</p><p> </p><p><strong>JEL</strong>: E24; L20</p><p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/edu_01/0938/a.php" alt="Hit counter" /></p>