GREEN HRM AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR FOR SUSTAINABLE ECONOMIC PERFORMANCE: A CASE FROM AN EMERGING ECONOMY
GREEN HRM AND ORGANIZATIONAL CITIZENSHIP BEHAVIOR FOR SUSTAINABLE ECONOMIC PERFORMANCE: A CASE FROM AN EMERGING ECONOMY
Keywords:
Green Human Resource Management (GHRM), Green Organizational Citizenship Behavior (GOCB), Sustainable Economic Performance, Emerging Economies, AMO Framework, Environmental Sustainability in HRMAbstract
Green Human Resource Management (GHRM) is a growth area that many organizations in emerging economies are adopting as they grapple with sustainability issues. Sustainability is of great importance worldwide, and in developed countries, we see companies adopting GHMR as a method to achieve, at the same time, economic success and environmental stewardship. This study looks at the relationships between the elements of GHRM practice (green recruitment, green training, green performance management) and what it does for a company’s economic performance, which we see plays a mediating role in Green Organizational Citizenship Behavior (GOCB). We base this research on two theory models -- the Ability-Motivation-Opportunity (AMO) model and Social Exchange Theory, which we use to study the results of GHRM. We used a quantitative method, which included survey responses from 150 HR personnel in 38 multinational firms in Pakistan. We analyzed the data using Structural Equation Modeling (SEM) in Smart PLS
4.0. The SEM analysis we did shows that GHMR practices play a dual role of direct and indirect through GOCB, which is an indirect play in improving a company’s economic performance. What we find is that the value of putting sustainability into HR systems, which in turn fosters a workplace environment that encourages pro-environmental behavior, which in turn produces positive economic results. This study, which is adding to a very small set of research out of South Asia, particularly Pakistan, presents the results of GHMR in a developing economy setting. We put forth that for
management and policy-making professionals, it is to their benefit to develop integrated green HR strategies that put companies’ environmental responsibilities into play as a part of their competitive advantage.
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Wulandaru, P., Robani, A., & Putri, N. A. (2024). Green organizational citizenship behavior and sustainable organizational performance: Evidence from Indonesian SMEs. Business Strategy and the Environment, 33(1), 77–91.
