Abstract
Pakistan’s manufacturing industry is under a lot of pressure to deal with environmental issues such as carbon monoxide emissions, poisonous compounds, and manufacturing waste. Green HR practices are considered to be fundamental pillars and are considered to be crucial in the development and optimization of environmentally sustainable initiatives. Hence, the objective of this research is to analyze the effects of green HR practices implemented in the manufacturing sector of Pakistan on employees’ proactivity with regard to environmental issues. The data was acquired through the distribution of a survey questionnaire to manufacturing firms. The data was analyzed using SMART-PLS. The findings demonstrated that green HR practices have a substantial effect on the proactive behavior of employees. Additionally, the results indicated that organizational identification acts as a complementary mediator between green HR practices and the proactive behavior of employees in reducing environmental effects. Furthermore, it was discovered that proactive personality acted as a catalyst to enhance the impact of GHRM on the proactive behavior of employees with regard to environmental initiatives. Future research directions and managerial implications were also discussed.
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