Examining Relationship Between Green Human Resource Management Practices, Green Performance, and Organizational Citizenship Behavior at Tour Operators

Abstract

Objectives: Sustainable tactics can be implemented through GHRM practices, which are intended to foster pro-environmental behaviors and values among employees. Methods: In addition to allowing employees to participate in eco-initiatives for the sustainability of the organization, GHRM should permit employees to practice pro-environmental values. This study develops and tests the direct and interactive relationship between green performance, organizational citizenship behavior (OCBE), and green human resource management (GHRM) practices, drawing on the Ability-Motivation-Opportunity theory. Findings: A mixed methodology will be used, with qualitative research into particular cases coming after a survey of several tour operator employees to test the research hypotheses. Green values, also known as pro-environmental, refer to societal or personal views about the importance of the natural environment's health and how humans should treat and perceive it. Conclusion: GHRM should suggest training programs that effectively develop environmental knowledge, values, awareness, and attitudes in order to be an effective implement in encouraging pro-environmental behavior or employee green. There is a significant gap in the literature on the greening of the tourism industry because, despite the significant contribution that green human resource management makes to organizational citizenship behavior for green performance, few published studies have examined this important contemporary topic.