Linking green HRM practices to environmental performance through pro-environment behaviour in the information technology sector

Abstract

Purpose Existing literature acknowledges the role of green human resource management (GHRM) in shaping employees’ pro-environmental behaviour and environmental performance. However, limited studies have investigated the specific impacts of GHRM practices on pro-environmental behaviour from the employees’ perspectives. This study aims to conceptualise GHRM practices as internal resources that can be used to stimulate employee pro-environmental information technology (IT) behaviour. Design/methodology/approach The hypothesised relationships were tested with the aid of partial least square path modelling of data collected from 333 IT professionals in ISO 14001 companies in Malaysia. Findings The results suggest that green training and development, performance management and empowerment and participation are essential in stimulating pro-environmental IT behaviour. Besides, the mediating effects of pro-environmental IT behaviour were significant for the impacts of green training and development, performance management and green empowerment and participation on environmental IT performance. Research limitations/implications The results indicate that GHRM practices are significant predictors of environmental IT performance, but training and development could be counter-productive to performance unless it stimulates employees’ engagement in pro-environmental behaviour. Originality/value This study contributes to the resource-based view of HRM by examining GHRM practices as organisational resources for stimulating employee pro-environmental IT behaviour to support environmental IT performance.

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

“…Past studies showed that OCBE-O result in upliftingthe Environmental Performance (Elshaer et al, 2020; Wiradirja et al, 2020).The results of hypotheses (H6, H7, H9) are according to the prior literature regarding mediating role of OCBE-O between green initiatives and Environmental Performance(Ogalo et al, 2020;Silvester et al, 2019;Yusoff et al, 2018). Recent studies represented that OCBE-O plays partial or complete mediation between GHRM practices (GPR, GRW, GTR) and Environmental Performance(Masri & Jaaron, 2017;Ojo et al, 2020). The notsupported mediation effect (H8) can be explained as Green Recruitment is failed to be related with OCBE-O significantly.…”

“…GHRM uses HRM practices topositively impactthe environment (Ojo et al, 2020). GHRM activities help in enhancing positive outcomes relating to the environment (Pechancova et al, 2019).…”

Culture-Based Green Workplace Practices as a Means of Conserving Energy and Other Natural Resources in the Manufacturing Sector

“…Previous research has highlighted that organizational culture and environmental management are closely related [30,31]. An organization can improve its environmental performance by creating a culture that supports environmental management [32,33].…”

Impact of Green HRM Practices on Environmental Performance: The Mediating Role of Green Innovation

“…The use of organization-wide measures for measuring resource consumption and waste is essential for long-term environmental performance. A conceptual model for sustainable development, which tracks and audits the production and use of assets, is also required for high achievement ( Ojo et al, 2020 ; Prakash and Das, 2022 ). Another important factor included in green HRM practices is green performance and appraisal.…”