Abstract
This study assesses the effect of green human resource management (GHRM) practices (overall) on the organization’s environmental performance (OEP) and to identify how the organizations can improve their EP by using GHRM practices through Green Employee Empowerment (GEE). The study was based on a questionnaire survey of 340 responses from the manufacturing sectors; the key respondents were one from each industry limited to top management, HR manager, quality manager, or employee of manufacturing firms. The questionnaires were tested for reliability and validity. To evaluate the hypothesis, data was examined using the PLS path modeling technique. The empirical findings show that the GHRM practices (overall) have a significant effect on OEP, and GEE mediates their relation. This research has theoretically contributed to the green HRM/HRM literature by establishing a link between GHRM practices and their EP outcomes in manufacturing companies. This study adds to the body of knowledge by looking at the indirect impacts of GHRM practices on OEP via GEE. The findings suggested that GHRM practices might lead employees to green empowerment in order to improve environmental performance.
Highlights
Environmental problems become crucial worldwide concerns and generate social and commercial hurdles (Jovane et al, 2008; Boral Review, 2018)
The goal of this study was to learn more about the link between Green Human Resource Management (GHRM) Practices and environmental performance in organizations
This study adds to information on the conceptualization of the practices of Green Human Resource Management (HRM) through the AMO theory lens, establishes a conceptual framework and discusses the connection of green HRM with environmental performance
Summary
Environmental problems become crucial worldwide concerns and generate social and commercial hurdles (Jovane et al, 2008; Boral Review, 2018). This has put huge pressure on businesses to align themselves with environmental requirements. Industrial sector is utilizing a huge quantity of resources and primarily responsible for waste generation all over the world. The business organizations have given great attention toward their environmental responsibilities about the consequences of pollution on climate change and the indiscriminate use of natural resources (Willerding et al, 2016). Businesses and industries are constantly creating and implementing Environmental Management Systems (EMS) to comply with environmental regulations by accepting environmentally friendly practices and products (Marcus and Fremeth, 2009). In adopting EMS, Green Human Resource Management (GHRM) is considered the best practice in the firms (Masri and Jaroon, 2017)
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