Determining the Relationship of Green HRM towards Environmental Performance of Manufacturing Sector in Pakistan
Abstract
The primary objective of this study was to examine the relationship between Green Human Resource Management practices and environmental performance within workplace settings. Utilizing the lens of the AMO (Ability, Motivation, Opportunity) theory, a parallel mediating model was proposed, positing that Green HRM influences environmental performance through the mediating factors of organizational citizenship behavior towards the environment and organizational culture. A sample comprising 183 employees from manufacturing firms located in Rawalpindi and Islamabad, Pakistan, was selected using convenience sampling to test the hypotheses empirically. SmartPLS 3 software was employed, utilizing bootstrap procedures to validate the hypotheses. The findings revealed that both organizational citizenship behavior towards the environment and organizational culture play significant roles in augmenting the impact of Green HRM on environmental performance. Moreover, the results indicated that the implementation of Green HRM practices within manufacturing firms has the potential to foster sustainable organizational citizenship behavior and cultivate a green organizational culture. This study contributes significantly to the understanding of Green HRM practices, organizational citizenship behavior towards the environment, and organizational culture, particularly from the perspective of prospective stakeholders interested in promoting environmental sustainability within organizations. By empirically confirming the relationships outlined in the AMO theory framework, this research underscores the importance of integrating environmentally conscious HRM strategies into organizational policies and practices for achieving enhanced environmental performance and fostering a culture of sustainability.
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