GREEN HUMAN RESOURCE MANAGEMENT AND SUSTAINABLE EMPLOYEE PERFORMANCE: THE MEDIATING ROLE OF EMPLOYEE GREEN BEHAVIOR

Abstract

This research investigates the impact of Green Human Resource Management (GHRM)on Sustainable employee performance (SEP) with mediating effect of Employee Green Behavior (EGB) in Universities of South Punjab, Pakistan. Grounded in the Social Cognitive Theory (SCT) its purposes that GHRM enhance employee’s belief in their ability to accomplish tasks (i.e. self-efficacy) and promote observational learning from others that facilitate environmental behaviour, both with respect to task engagement and proactive behaviour toward green challenges.

Through purposive sampling, data was collected from 200 university faculty and administrative staff based on faculties of administrators from four top UI Green Metric Universities in South Punjab. The data were analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM). GHRM demonstrate a significant effect on both kinds of green behavior. But, SEP is only positively affected by task-related green behavior. It is also partially accounts (mediates) for the relationship between GHRM and performance while no significant relationships were found for proactive green behavior.

Our contribution to the existing literature is that we provide some evidence on the developing region and demonstrate that behavior-based sustainability strategies can work within the framework of a university. These findings also provide the organization a practical direction for designing more effective GHRM for the sustainable performance in universities leading to sustainable development in the long run.

This research investigates the impact of Green Human Resource Management (GHRM)on Sustainable employee performance (SEP) with mediating effect of Employee Green Behavior (EGB) in Universities of South Punjab, Pakistan. Grounded in the Social Cognitive Theory (SCT) its purposes that GHRM enhance employee’s belief in their ability to accomplish tasks (i.e. self-efficacy) and promote observational learning from others that facilitate environmental behaviour, both with respect to task engagement and proactive behaviour toward green challenges.

Through purposive sampling, data was collected from 200 university faculty and administrative staff based on faculties of administrators from four top UI Green Metric Universities in South Punjab. The data were analyzed using Partial Least Squares Structural Equation Modelling (PLS-SEM). GHRM demonstrate a significant effect on both kinds of green behavior. But, SEP is only positively affected by task-related green behavior. It is also partially accounts (mediates) for the relationship between GHRM and performance while no significant relationships were found for proactive green behavior.

Our contribution to the existing literature is that we provide some evidence on the developing region and demonstrate that behavior-based sustainability strategies can work within the framework of a university. These findings also provide the organization a practical direction for designing more effective GHRM for the sustainable performance in universities leading to sustainable development in the long run.