Abstract
Exploring management fields in terms of green policies is essential to create a footprint on today’s global corporate world; it is very important for all staff, employers, stakeholders, and other customers. This work attempts to study the relationship between the management of green human resources and the actions of organisational citizenship with the mediating role of affective commitment. The analysis relied on the emerging theory of abilitymotivation- opportunity (AMO) to use all the green human resource management (GHRM) attributes. Well renowned secondary school of Kathmandu Valley staff participated in the data collection. Three hundred and fifty fully-filled questionnaires were returned through a self-structured sampling tool. Staff having academic qualifications of at least graduate degrees were preferred for better understanding and effective data quality. A widely used PLS-SEM method was applied to analyse small sample-sized studies and ensures the normal distribution of data. The research highlights the GHRM method and its effect on the engagement of workers to their actions in the organisation. In addition, concerning GHRM and organisational citizenship behaviour (OCB), affective commitment (AC) has formed a mediating role. Only secondary schools are included in the study; the outcome is a fruitful review of the effects of GHRM implementation in the education sector. Numerous studies have reconnoitered various variables to link the GHRM with the organisational studies. The complementary partial mediation effect of AC to OCB is an attempt of showing novelty in the field of education sector in the study. The study suggests a globalised study regarding GHRM for future endeavours.
Highlights
A company considers human capital as one of the key resources of an organisation
Keeping the advancement of human resource management practice in organisations in mind, this study has extensively reviewed the literature about the green human resource management (GHRM) practice, its pros and cons, its impact, changes in the behaviour, and effect on organisational citizenship behaviour (OCB) considering some other major variables and their relationship
The results explore the relationship between affective commitment (AC) and OCB
Summary
Human capital is a bundle of habits, knowledge, and personal attributes including creativity embodied in the ability to act on to produce the economic value (Pasban & Nojedeh, 2016). This human knowledge is essential for any organisation to accomplish its goal. Experts are concerned with the trend of the modern world with innovative ideas for better organisational performance to overcome those lags. Green human resource management (GHRM) has shown a positive effect on organisational performance as one of the practices observed in most developed countries. Keeping the advancement of human resource management practice in organisations in mind, this study has extensively reviewed the literature about the GHRM practice, its pros and cons, its impact, changes in the behaviour, and effect on organisational citizenship behaviour (OCB) considering some other major variables and their relationship
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