Inducing Organizational Citizenship Behavior Through Green Human Resource Management Bundle: Drawing Implications for Environmentally Sustainable Performance. A Case Study

Abstract

Organizations have faced pressure from their stakeholders to adopt environmentally friendly business practices since the last few decades, which creates a major problem in front of their management to sustain their position in the highly competitive market. In order to retain its strategic image among the stakeholders' minds, there is a need to develop some green practices in its human resources department that boost its sustainability. In this paper, there is a brief description regarding how these green HRM bundles caused a major impact on environmental sustainable performance. Its independent variables are; green hiring, green training & involvement, and green performance management & compensation. While organizational citizenship behavior acts as a mediator between independent and dependent variables. An online survey-based quantitative data collection method is used where 402 participants' data is considered to apply the SPSS test i.e. structural equation modelling. The majority of the participants' results show that green performance management & compensation cause a major influence on organizational citizenship behavior and environmental sustainable performance. While green hiring has, the least impact and green training & involvement show the moderate outcome on the dependent and mediating variable. This study is an informative approach for the Indonesian healthcare sector and its management to make some efficient changes in its HR policies, and also this data will add value in the decision making process of this state policymakers and other research fellows. Indeed, this is important research, but there are also some limitations like lack of mixed research, and Indonesia state-based restricted research can affect the acceptability of this analysis. This gap can fulfill by upcoming scholars in their research journals.

The Relationship between Green Management of Organizational Culture, Green Behavior and Green Campus in Private Universities: A Conceptual Paper

“…Additionally, GMOC entails the implementation of environmental policies and practices that encourage and support sustainable behaviors among employees. This can include initiatives such as energy and resource conservation, waste reduction and recycling, the use of environmentally friendly materials, and the adoption of sustainable business practices (Danilwan et al, 2021).…”

Assessing the sustainable development of firms: The moderating role of transformational leadership and firm size

“…Different organizations have different motivations for adopting GI. Environmental sustainability is relatively a new topic, and research into this concept is growing rapidly (Danilwan et al, 2020). Changes in industrial technologies that aim to reduce the negative effects on the natural environment are referred to as environmental sustainability (Yusliza et al, 2020).…”

“…Different organizations have different motivations for adopting GI. Environmental sustainability is relatively a new topic, and research into this concept is growing rapidly (Danilwan et al, 2020).…”

Maximizing Organizational Performance: The Power of Intellectual Capital, Business Ethics, and Technological Change: Evidence from South Asian Countries

“…Businesses prioritizing moral conduct and social responsibility frequently reap the rewards, including improved reputations, higher customer loyalty, improved staff engagement, and increased productivity [60,61]. By lowering the likelihood of facing legal and regulatory repercussions, minimizing harm to the company's brand, and fostering better connections with essential stakeholders like clients, employees, and investors, acting ethically can also help long-term financial success [62]. Ethical conduct can assist businesses in luring and keeping exceptional personnel dedicated to their vision and purpose and who share their beliefs [63,64].…”