GREEN HUMAN RESOURCE MANAGEMENT (GHRM) PRACTICES AND THEIR ROLE IN INSTITUTIONAL PERFORMANCE: A COMPARATIVE STUDY OF PUBLIC AND PRIVATE HIGHER EDUCATION INSTITUTIONS IN KARACHI

Abstract

The research question will be on the impact of Green Human Resource Management (GHRM) on institutional performance of both public and privately owned Higher Education Institutions (HEIs) in Karachi, Pakistan. The study is grounded on the Resource-Based View (RBV), AbilityMotivationOpportunity (AMO) theory, and High-Performance Work Systems (HPWS) model and procedures to ascertain the catalysts of organization performance of green recruitment, green training, and green performance management through the assistance of organizational culture. A mixed-method design was used to conduct data collection on 220 HR and faculty professionals which were representatives of 10 HEIs. Reliability testing, Pearson correlation, multiple regression, mediation, moderation and Structural Equation Modeling (SEM) with SPSS (v29) and SmartPLS (v4), along with descriptive statistics, have been used to carry out the quantitative analysis. In addition to that, 15 in-depth interviews were also analyzed using NVivo 14 and produced qualitative data in the form of thematic analysis. The results indicated that GHRM is an important and positive predictor of institutional performance ((R² = 0.71, p < 0.001), and organizational culture is a good partial predictor. It was found that the level of GHRM adoption was higher in the case of the private HEIs compared to the public ones by using the independent t-tests. The provided study complements the theoretical side of the GHRM concept inserting it into the institutional performance and may provide the practical implications of the sustainable HRM practices into the setting of the Pakistani higher education facility.