Green HRM practices for encouraging pro-environmental behavior among employees: the mediating influence of job satisfaction.

Abstract

This study aims to investigate the relationship between green human resource management (HRM) practices and pro-environmental behavior among employees with mediating role of job satisfaction in this relationship. A questionnaire was used to collect data from the employees working in the pharmaceutical industry of Pakistan. Structural equation modeling (SEM) was employed to examine study hypotheses. The study's findings indicate that green HRM practices favorably effect employees' job satisfaction, with the exception of green recruiting and selection, which leads to a greater degree of pro-environmental activity among employees. Additionally, it was discovered that job satisfaction, with the exception of green recruitment and selection, partially mediates the association between green HRM practices and pro-environmental behavior. The study also advances the field of analyzing firms' green activities from a psychological and sociological perspective, testing employee job satisfaction as a psychological condition that supports the link between green HRM and pro-environmental behavior. The study highlights the importance of green HRM practices in promoting pro-environmental behavior among employees. By aligning HRM procedures with environmental objectives, implementing environmental training, and involving employees in sustainability initiatives, organizations can build a culture of environmental responsibility and encourage sustainable behavior.