Greening the Mining Industry: Influencing Environmental Performance Through Green Organisational Culture—The Mediating Effect of Green Employee Behaviours

The joint impact of green human resource management, leadership and organizational culture on employees’ green behaviour and organisational environmental performance

Purpose: The aim of this study was to investigate the impact of organizational green culture on environmental performance through the mediation effect of employee green behavior in the readymade garments (RMG) industry of Bangladesh. Method/Design/Approach: A quantitative type of study was conducted in order to test the study hypotheses. The study selected a total of 273 employees from LEED-certified RMG factories situated in Dhaka, Savar, Gajipur, and Narayanganj city of Bangladesh in order to collect data. Data collected through a self-administered questionnaire was analyzed using partial least square structural equation modeling (PLS-SEM). Findings: The study findings suggest that organizational green culture has a positive and significant impact on environmental performance. Furthermore, it has been found that employee green behaviors segmented as task-related green behavior and proactive green behavior mediate the relationship between organizational green culture and environmental performance. Practical Implications: The study insights can help Bangladesh’s RMG industry experts, policymakers, and HR professionals build environmentally responsible practices, integrate company culture with environmental goals, and ensure a sustainable future. Originality/Value: The study contributes to the existing literature by exploring the mediating role of employee green behavior between organizational green culture and environmental performance in the RMG industry and empirically analyzing the issues within the context of a developing country like Bangladesh. Limitations: The current study is quantitative in nature and restricted to only 273 RMG employees in Bangladesh. In the future, a mixed method approach can be applied and comparative studies by taking more respondents from several countries can be conducted in order to get a comprehensive understanding regarding the study issue.

At this time, there has been an increasing emphasis devoted to the actions and behaviour of employees at their places of employment as a major factor of environmental issues. Because of this, organizations are starting to implement a wide variety of programs aimed at protecting the environment and implementing green approaches. Moreover, the factors that determine employees' green behaviour (EGB) and green human resource management (GHRM) still need further exploration. The current study gives an understanding by exploring the factors that influence green innovation (GI) and the environmental performance of organizations (OEP). This study data was acquired from 545 employees working in Malaysia's manufacturing sector using the quantitative research approach, and further, it was examined using PLS-SEM. In addition, it was determined that EGB, GHRM, and GI all had a significant positive relationship with OEP. It is important to note that (GI) also acts as a mediator in the interaction between EGB, GHRM, and OEP. Moreover, the association between GI and OEP has been investigated with moral credit serving as a moderator, and the findings confirmed the positive association. Looking at these relationships with OEP and GI to assess their mediation effects is a unique element of this study that significantly contributes to the existing body of research on EGB and GHRM. Furthermore, it provides directions for decision-makers on optimizing green employee behaviour and human resource management in their workplaces, ultimately leading to green innovation to improve organizational environmental performance.

Objective - At this time, there has been an increasing emphasis devoted to the actions and behaviour of employees at their places of employment as a major factor of environmental issues. Because of this, organizations are starting to implement a wide variety of programs aimed at protecting the environment and implementing green approaches. Moreover, the factors that determine employees' green behaviour (EGB) and green human resource management (GHRM) still need further exploration. Methodology/Technique – The current study gives an understanding by exploring the factors that influence green innovation (GI) and the environmental performance of organizations (OEP). This study data was acquired from 545 employees working in Malaysia's manufacturing sector using the quantitative research approach. Finding – It was examined using PLS-SEM. In addition, it was determined that EGB, GHRM, and GI all had a significant positive relationship with OEP. It is important to note that (GI) also acts as a mediator in the interaction between EGB, GHRM, and OEP. Moreover, the association between GI and OEP has been investigated with moral credit serving as a moderator, and the findings confirmed the positive association. Looking at these relationships with OEP and GI to assess their mediation effects is a unique element of this study that significantly contributes to the existing body of research on EGB and GHRM. Novelty – Furthermore, it provides directions for decision-makers on optimizing green employee behaviour and human resource management in their workplaces, ultimately leading to green innovation to improve organizational environmental performance. Type of Paper: Empirical JEL Classification: M10, M12, J24. Keywords: Employee green behaviour; green human resource management; green innovation; moral credit; organizational environmental performance. Reference to this paper should be referred to as follows: Ismail, F; Imran, M. (2024). Exploring the Impact of Employee Green Behaviour, and Green HRM on Environmental Performance? The Significance of Green Innovation and Moral Credit, GATR-Global J. Bus. Soc. Sci. Review, 12(2), 56–66. https://doi.org/10.35609/gjbssr.2024.12.2(1)

At this time, there has been an increasing emphasis devoted to the actions and behaviour of employees at their places of employment as a major factor of environmental issues. Because of this, organizations are starting to implement a wide variety of programs aimed at protecting the environment and implementing green approaches. Moreover, the factors that determine employees' green behaviour (EGB) and green human resource management (GHRM) still need further exploration. The current study gives an understanding by exploring the factors that influence green innovation (GI) and the environmental performance of organizations (OEP). This study data was acquired from 545 employees working in Malaysia's manufacturing sector using the quantitative research approach, and further, it was examined using PLS-SEM. In addition, it was determined that EGB, GHRM, and GI all had a significant positive relationship with OEP. It is important to note that (GI) also acts as a mediator in the interaction between EGB, GHRM, and OEP. Moreover, the association between GI and OEP has been investigated with moral credit serving as a moderator, and the findings confirmed the positive association. Looking at these relationships with OEP and GI to assess their mediation effects is a unique element of this study that significantly contributes to the existing body of research on EGB and GHRM. Furthermore, it provides directions for decision-makers on optimizing green employee behaviour and human resource management in their workplaces, ultimately leading to green innovation to improve organizational environmental performance. Keywords: Employee green behaviour; green human resource management; green innovation; moral credit; organizational environmental performance.

Board gender diversity and organizational environmental performance: An international perspective

Sustainability is a major global concern and there has been increased pressure on organizations from the stakeholders to broaden the focus of business performance beyond financial performance. Companies should have a balance among financial, social and environmental performance in order to be competitive and survive in the long term. Committed employees are the key asset of every organization and organizations can engage employees in improving their sustainable performance. This paper aims to provide empirical evidence of the associations between organizational environmental support and organizational sustainable performance with the mediating role of employee green behaviour within the selected commercial banks in the Batticaloa Region of Sri Lanka. Data collection was made from 173 employees who are working in commercial banks in the Batticaloa Region of Sri Lanka. Univariate, bivariate, and multi-step mediation analyses have been used to analyze the data. The results indicate that there is a significant positive association between organizational environmental support, employee green behaviour and organizational sustainable performance. It is also concluded that employee green behaviour significantly mediates the relationship between organizational environmental support and organizational sustainable performance. The research concerns the understanding of various environmental support initiatives and sustainable performance from the viewpoint of employees in the banking sector at imparting employee green behaviour as one of the important factors to meet challenges relevant to environmental sustainability in the dynamic banking sector. This study contributes to the field by bringing together the concepts of employee green behaviour with organizational environmental support and organizational sustainable performance in the context of the Sri Lankan banking sector and suggests the banks provide resources and a supportive environment for the employees to implement eco-initiatives.
 Keywords: Employee Green Behaviour, Organizational Environmental Support, Organizational Sustainable Performance

Amid intensifying environmental concerns, sustainability has emerged as a strategic priority within the global energy industry, compelling organisations to adopt environmentally responsible practices. This study investigates the influence of green behaviour on organisational environmental performance, with a focus on the mediating roles of green training programs and green compensation practices in Vietnam’s energy sector. Using a quantitative research design, data were collected from 826 employees in energy-related enterprises and analysed through Partial Least Squares Structural Equation Modelling. The findings confirm that green behaviour has a significant positive impact on environmental performance. Both green training and green compensation were found to exhibit partial mediation in the relationship between green behaviour and organisational environmental performance. These results contribute to the growing body of knowledge on sustainability-oriented human resource practices and offer practical insights for organisations seeking to improve environmental outcomes through employee-focused interventions.

This article examines the role of Human Resource Management (HRM) in shaping employees’ green behaviour and its contribution to organisational environmental performance through an original bibliometric analysis of the international literature. The analysis is based on 105 scientific publications retrieved from the Scopus database for the period 2009–2025. Bibliometric techniques were applied using Bibliometrix and VOSviewer to map publication trends, co-authorship networks, thematic clusters, and the maturity of research themes. The results indicate a strong increase in research output after 2019, combined with high levels of international collaboration and a geographical concentration of studies in Asian economies. Keyword co-occurrence analysis identifies Green Human Resource Management (GHRM) and organisational environmental performance as the core conceptual pillars of the field, while employees’ green behaviour emerges as a key mediating mechanism linking HR practices to environmental outcomes. Thematic mapping based on centrality and density suggests that the field has entered a phase of theoretical consolidation, with emerging research directions focusing on behavioural, strategic, and social dimensions of sustainability. Overall, the study provides a structured overview of the GHRM research landscape and highlights important gaps related to causal mechanisms, economic performance, and cross-sectoral and cross-country evidence. The findings also indicate that sectoral applications beyond tourism and hospitality, cross-country comparative studies, and the integration of economic performance indicators with GHRM remain underexplored, highlighting specific directions for future research. The study adopts a bibliometric research design and does not aim to provide a systematic review of empirical findings.

It is necessary to equip employees with green abilities as well as to develop their dedication towards green behaviour in order to improve an organization's environmental performance. The purpose of this research is to evaluate the direct impact of green training on organizational environmental performance (OEP) and the mediating effect of organizational citizenship behaviour on the environment (OCBE). The study is based on responses from 107 employees of the IT sector in India. The findings suggest that green training has a significant positive impact on the organizational environmental performance and that the impact is strengthened by organizational citizenship behaviour towards the environment. The findings are of particular importance given the growing importance of sustainability in the organizational context.

It is necessary to equip employees with green abilities as well as to develop their dedication towards green behaviour, in order to improve an organization's environmental performance. The purpose of this research is to evaluate the direct impact of green training on organizational environmental performance (OEP) and the mediating effect of organizational citizenship behaviour on the environment (OCBE). The study is based on responses from 107 employees of the IT sector in India. The findings suggest that green training has a significant positive impact on the organizational environmental performance, and that the impact is strengthened by organizational citizenship behaviour towards the environment. The findings are of particular importance given the growing importance of sustainability in the organizational context.

Green supply chain management (GSCM) has emerged as a key business practice for organisations to make a balance between their operations and environmental performance. The aim of this study is to assess the impact of GSCM practices on environmental performance of organisation. Six GSCM practices were identified and propositions related to these GSCM practices were put forward. A research model was developed to examine the relationship between different GSCM practices and environmental performance outcomes. Data were collected from 171 respondents who are working as operations and supply chain professionals in manufacturing organisations. Exploratory factor analysis (EFA), confirmatory factor analysis (CFA) was used for analysing data and hypotheses were tested through structural equation modelling (AMOS). The results of the study postulate that internal environmental management practices, management support practices and investment recovery practices have positive impact on environmental performance of organisation.

The research aims to examine the role of green human resource management (GHRM) in the university's environmental performance. Furthermore, this research also focuses on the mediating effect of green commitment and pro-environmental behavior. It also aims to check how green self-efficacy moderates the relationship between green commitment and pro-environmental behavior. The paper opted for a quantitative design using the convenience sampling technique/approach by collecting the data through a structured questionnaire on 208 academic staff currently employed in the university. The data were collected from August until December 2021 on two campuses (Gujranwala, Jhelum) of the University of Punjab in Pakistan. The current study results give empirical insights that show how green human resource management practices lead to environmental performance at a greater level in a university setting. Study results proposed that change in behavior of employees through human resource management practices can ultimately affect the organization's environmental performance. Further results also demonstrate that green self-efficacy moderates the relationship between green commitment and pro-environmental behavior. This study highlights the role of the university staff's level of commitment and self-efficacy, which are beneficial for enhancing the university's environmental performance. The originality of this study fills the gap in how green commitment mediates the relationship of green human resource management and environmental performance further; it fulfills the gap of green self-efficacy that moderates the relationship of pro-environmental behavior and green commitment. The study sheds light on green human resource management practices in the higher education sector. It emphasizes the vital role of academic staff's environmentally conscious behavior in enhancing a university's environmental performance. The further study highlighted the increasing concept of green human resource management as a set of building the ability, enhancing motivation, and providing opportunities to influence workers' pro-environmental behaviors. The conclusion of the current research was capable of validating the positive concerns of green GHRM, behaviors, and commitments for environmental performance.

There has been an increasing emphasis devoted to the actions and behaviour of employees at their places of employment as a major factor of environmental issues. Because of this, organizations are starting to implement a wide variety of programs aimed at protecting the environment and implementing green approaches. The current study gives an understanding by exploring the factors that influence green innovation (GI) and the environmental performance of organizations (OEP). This study data was acquired from 545 employees working in Malaysia's manufacturing sector using the quantitative research approach, and further, it was examined using PLS-SEM. In addition, it was determined that EGB, GHRM, and GI all had a significant positive relationship with OEP. It is important to note that (GI) also acts as a mediator in the interaction between EGB, GHRM, and OEP. Moreover, the association between GI and OEP has been investigated with moral credit serving as a moderator, and the findings confirmed the positive association. Looking at these relationships with OEP and GI to assess their mediation effects is a unique element of this study that significantly contributes to the existing body of research on EGB and GHRM. Furthermore, it provides directions for decision-makers on optimizing green employee behaviour and human resource management in their workplaces, ultimately leading to green innovation to improve organizational environmental performance. Keywords: Employee green behaviour, green human resource management.

The role of green innovation on environmental and organizational performance: Moderation of human resource practices and management commitment