Examine The Influence Of Green Human Resource Management On Environmental Performance: Mediating Role Of Organizational Focused Citizenship Behaviour Towards The Environment

Abstract

The awareness about environmental concerns in organizations has been increased in recent research. Green human resources are becoming a crucial element to implement green practices in organizations. Limited research in the context of the inefficient environmental performance of universities is drawing the attention of scholars. Based on the Ability -Motivation-Opportunity (AMO) theory, the current study examines the indirect effect of GHRM practices on universities' environmental performance through organizational citizenship behavior toward the environment. The survey method was used for data collection from the academic staff of public sector universities in Punjab, Pakistan. Convenience sampling was used, and a partial least square structural equation modeling technique was used to analyze the data statistically. Direct hypothesis results revealed the significant impact of green performance, green reward, and green training on the environment's organizational citizenship behavior. The environment's organizational citizenship behavior significantly mediates the relationship between green performance, green reward, and green training and environmental performance for mediation analysis. The study findings provide numerous theoretical and practical implications by extending the AMO theory and guiding universities' administration to train the academic staff and increase the reward to improve public sector universities' environmental performance.

Influence of Green Human Resource Management on firm’s environmental performance: Green Employee Empowerment as a mediating factor

“…The results of the hypothesis testing revealed that GHRM practices, including Green Recruitment and selection, Green Training and Development, Green Performance Appraisal, and Green Compensation Management, were significantly correlated with the firm’s environmental performance. These findings align with previous investigation that highlights the positive impact of GHRM practices on the environment’s performance [ 16 , 33 ].…”

“…The results of the hypothesis testing revealed that GHRM practices, including Green Recruitment and selection, Green Training and Development, Green Performance Appraisal, and Green Compensation Management, were significantly correlated with the firm's environmental performance. These findings align with previous investigation that highlights the positive impact of GHRM practices on the environment's performance [16,33]. The significant connections between these GHRM practices and the performance of the environment suggest that organizations can enhance their environmental performance by implementing green practices in various HRM areas.…”

“…GHRM has been considered one of the most potent segments of human resource management. GRHM helps organizations enhance their human resources to boost EP and sustainability [ 16 , 33 ]. GHRM practices increase employees’ green skills through recruitment, training, performance evaluation, and reward systems.…”