Abstract
Past empirical researches have shown concern regarding the importance of creation of knowledge among green human resources management (GHRM) practices and employees’ green behavior (EGB). The main objective of current research is to investigate environmental knowledge (EK) as a mediator among GHRM practices and green behavior of Thai public sector higher educational institutions lecturers. The crosssectional research determines the process through which GHRM practices affect the EGB in Thai public sector higher educational institutions by the mediating role of EK. In this research, GHRM practices involves green recruitment and selection, green training, green pay and rewards, green involvement and participation and green performance management and EGB is assessed through environmental management system. In order to evaluate the relationship from 375 useable responses, partial least squares structural equation modelling (PLS-SEM) technique was used. The results of this research indicate that EK has a full mediating effect on GHRM practices and GEB. The results provided theoretical contributions in the form of AMO theory.
Highlights
1.1 Green Human Resource Management PracticesGreen Human Resource Management (GHRM) practices are important for achieving a sustainable competitive advantage and environmental performance by aligning the behaviors of individuals with the strategic goals of the company [1]
A study based on the current literature has been developed to analyze micro-level mechanisms that affect the behavior of employees based on employee centered and green human resources management (GHRM) practices [5]
The author has found that GHRM practices have not been significantly associated with employees’ green behavior (EGB)
Summary
Green Human Resource Management (GHRM) practices are important for achieving a sustainable competitive advantage and environmental performance by aligning the behaviors of individuals with the strategic goals of the company [1]. Organizational activity which allows individuals to involve in green attitude at work is called green human resource management practices. GHRM practices will promote engagement and involvement of employees in sustainability activities, while encouraging them to work more to enhance their sense of belonging and pride. This improves the performance of the company, creates a positive image and minimizes stakeholders’ pressure. A total of five GHRM practices, for instance green involvement and participation (GIP), green pay and reward (GPR), green performance management (GPM), green training (GT) and green recruitment and selection (GRS) [3]
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