ISSN: 2582-7065 (Online) SAJSSH, VOL 2, ISSUE 2, PP.
01-12
The Influence of Green Human Capital and Green Abilities on
Employee Green Behavior with Moderating Role of Green
Knowledge Sharing: A Conceptual Study
1Laila Ahmed, 2Aemin Nasir, 3Anam Nasir and 4Ayesha Bakhtawar
1
Allama Iqbal Open University, Islamabad, Pakistan,
2
University Utara Malaysia, Sintok, Kedah, Malaysia,
3
Superior University, Lahore, Pakistan
4
Air University, Islamabad, Pakistan
Corresponding Author: Aemin Nasir, Email:
[email protected] Received: 28th November 2020 Accepted: 21st February 2021 Published: 10th April 2021
ABSTRACT
Green human resource management considers the environmental affairs that contribute social
and economical well-being of firms and employees. The implementation of green HR
practices has been observed in developed countries as scholars and practitioners focused on
the environmental concerns. The current conceptual paper is an attempt to investigate the role
of green abilities and green human capital to predict the employee’s green behavior. The
prime concern of the current study is to analyze the literature of green human resource
management and practices that influence the green behavior of employees. The research
concludes that green abilities can be generated through effective green training and
development approach, the green human capital can be acquired through effective green
recruitment and selection procedure. The green knowledge sharing expected to moderate by
strengthening the relationship between green human capital and green abilities to explain the
employee green behavior.
KEYWORDS
Green Human Resource Management, Green Abilities, Green Human Capital, Employee’s
Green Behavior, Knowledge Management, Green Knowledge Sharing
Cite as: Ahmed, L., Nasir, A., Nasir, A., & Bakhtawar, A. (2021). The influence of green human capital and green abilities on
employee green behavior with moderating role of green knowledge sharing: A conceptual study. South Asian Journal of Social
Sciences and Humanities, 2(2), 01-12.
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Ahmed, Nasir, Nasir and Bakhtawar 2021 SAJSSH, Vol 2, Issue 2
INTRODUCTION AND BACKGROUND
The significant area of management related to human perspective plays vital role in
organizational success and sustainability. The green perspective of human resource
management has become the important component of the sustainability (Zakaria, N., Nasir,
A., & Akhtar, A., 2019). The green practices in conducting the business operations and
adoption of green policies to execute business functions that encourage environment
protection initiatives and boost the satisfaction level and morale of employee (Mampra 2013).
The firms strive to devise the strategies and policies that promote ecological concern and
prevent environmental damage that arise due to firm’s operations. The green practices and
policies related to managing the human resource does not only support the environmental
concerns but also contribute in the economic and social well-being of employees and firms at
large that influence the sustainability. The greening practices comprises on different policies
that affect the economic, environmental and social pillars of sustainability (Nasir, A., & Rao,
K. S., 2020). There are number of studies have been conducted on green human resource
management specifically focused on the Western region and assessed the significance of
greening aspect on economic development, however lot of potential areas in green HRM still
untapped and various areas are lagging behind that can be viewed in publications of
researchers and practitioners. It has been occurred in the previous studies that green scop,
coverage, process model and research agendas are still untapped areas that largely influenced
by greening practices (Renwick, Redman et al. 2013).
The green HRM has attracted the large number of research scholars due to increased concern
of environmental protection as multinational companies attempted to examine the role of
greening perspective in health sector, sports industry, manufacturing industry and various
other industries (Yusliza, Othman et al. 2017, Yong, Yusliza et al. 2019). The research
studies have highlighted the need to undertake the assessment of green human resource
management practices in organizations according to their scop for environmental concerns by
devising the strategies and policies that fulfill the requirements for environment protection. It
has been expressed in literature that green HRM practices has taken the interest of scholars
that attract the talent and retain the employees that considered as human capital, it also assists
in cost reduction and one of the major sources of gaining competitive advantages (Nasir, A.,
& Pakistan, B., 2015). The implementation of green HR practices enables firms to enhance
the productivity, performance and efficiency and increase the business sustainability, further
it contributes in improving the well-being of employees and organizations (Carmona Moreno,
Céspedes Lorente et al. 2012, Gholami, Rezaei et al. 2016, Shoaib, Abbas et al. 2021). The
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Ahmed, Nasir, Nasir and Bakhtawar 2021 SAJSSH, Vol 2, Issue 2
greening aspect of the management increases the organizational commitment for the
accomplishment of the organizational goals (Khan, S., & Nayab, H. et al., 2015). The
research scholars have found that firms must be able to incorporate the HR practices that
promote and protect the environment and plays vital role in sustainability of the firm by
reducing the carbon emission, pollution and environmental degradation. The greening aspect
in managing employees enhance the overall competencies, motivation and commitment of
employees that increase the loyalty, involvement and satisfaction. The HR practices observed
to be influential in modifying the attitude and behavior of employees that ultimately increase
the performance, so therefore firms are required to take initiatives towards greening
procedures (Elrehail, Harazneh et al. 2019, Jawaad, Amir et al. 2019).
The green HRM significantly contributes for environmental sustainability by developing the
green employee abilities that involve in attracting, selection and training of employees, the
green employee motivation encourage the workforce for green initiatives that also assist in
gaining the competitive advantage. The green competencies possess more value through
green training that is essential for enhancing the capabilities to perform better in operational
activities (Shoaib, Abbas et al. 2021). The sustainability has become most crucial and wanted
phenomenon that has received much attention and considered as mainstream organizational
activities. The sustainability has become more sensitive issue due to increased attention
towards environmental concerns for protecting the environment by reducing the carbon
emission and damages. The environment management brings benefits to the organizations by
investing in environmentally friendly initiatives that distinctively influence the greening
image and secure the competitive edge in highly competitive business environment as the
firms moves towards green practices prior to the competitors. The organizations stimulate the
green behavior among employees by gaining advantage of greening opportunities in business
operations (Chillakuri and Vanka 2020). The research scholars have focused on shaping the
green behavior as it has received much attention that plays vital role in solving problems
related to environmental concerns during the operational activities. The sustainable
environment influenced by the green practices that have been incorporated in management
that affect the employees’ behavior for being pro-environmental attitude to ensure the overall
environmental performance (Kim, Kim et al. 2019).
The current study intends to establish the logical relationship and influence of green HR
practices to determine the green employee behavior that is necessary for organizational
success and being environmentally friendly to protect the environment by reducing the
damages, reduction in cost incurred and improvement in performance. The current research
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effort argues to be pioneer in explaining the relationship between green abilities, green
human capital and green knowledge sharing to determine the green behavior of employees.
LITERATURE REVIEW
The United Nations has taken serious consideration for environmental protection due to rapid
climate damage and change and suggested to build capabilities and mechanism for supporting
the effective environmental engagement and management under greening perspective. The
rapid climate change due to inclined business activities has taken the attention of researchers,
authorities and practitioners, however the business operations have significant role in global
economy, so the business operations must be conducted under the greening perspective that
reduce the negative impact, reduce the cost of operations and increase the efficiency and
performance (Gilal, Ashraf et al. 2019). The large-scale industrial areas cause environment
damage due to their emission of toxic gasses and it has been highlighted that climate
destruction has crucially increased and causing global warming, so therefore there is dire
need to be take various initiatives to reduce the environmental damage.
Employee Green Behavior
The firms incorporate green practices to conducted business activities by implementing the
green management policies and procedures to protect the environment for being responsive
towards rapid climate change. The operational alteration to implement green practices one of
the important factors is employees and their behavior towards environment protection. The
greening approach can only be successful in implementation and generating required
outcomes when employee’s behavior adopts the newly emerging environment friendly
policies and procedures (Zakaria, N., Ishak, K., Arshad, D., Abdullah, N., & Ahmad, N. ,
2018). The behavior of employee at workplace must be aligned with the policies for
implementing and objectives to achieve environment sustainability (Robertson & Barling
2017). The research studies have suggested to focus on the factors that promote green
behavior, as it is defined as the willingness to engage in pro-environmental activities by
ensuring the recycling and sustainability of the resources (Ali, M., Anum, Z., Nasir, A., &
Ahmad, N. ,2021). The behavior is required to be aligned with policies and procedures
devised for environment protection and climate change, such behavior can brings large-scale
benefits towards climate change and environment friendly scenario (Ahmad and Umrani
2019). The previous studies have integrated different stream of literature including
organizational leadership and human resource management for developing and explaining the
green behavior of employees under the green HRM practices that positively influence the
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environmental goals and objectives (Imran, M., Salisu, I., Aslam, H. D., Iqbal, J., & Hameed,
I. ,2019). The previous literature also focused on the ethical leadership to be responsive
towards environmental concerns that shows the responsibilities of the leaders and employees
towards the adoption of environmental policies and procedures to conduct the business
operations to protect environment for the society at large (Islam, Ahmad et al. 2020). The
literature has expressed the association between ethical leadership, green human resource
management, green behavior and environmental concerns. However, the previous literature
overlooked the logical link between green human capital, green abilities and green
knowledge sharing to explain the phenomenon of employee green behavior to be responsive
towards environment protection. The current study fulfills the gap by explaining the
relationship and influence or role of green human capital, green abilities and green
knowledge sharing to explain the green employee behavior.
Green Human Capital
The green human capital is referred as the summation of employee knowledge, the abilities of
the employees, experience of the employees, the creativity and commitment of employees
towards adoption of environmental protection policies and procedures. The green innovative
practices must be embedded in employees’ behavior that must be able to reflect the adoption
of greening practices. The green human capital is considered as one of the important factors
in organizational science that should be embedded in green HR practices and management to
adopt the policies for environment protection (Yong, Yusliza et al. 2019). The research
studies have been explained and highlighted that knowledge, skills and abilities of the
employees contribute in the sustainability and plays vital role in the adoption of the green HR
management, policies and procedures. On the other hand, the knowledge of employees, skills
of individuals and abilities enhance the organizational commitment and enable firms to
sustain their environmental concerns. The commitment of employees for adoption of green
practices contributes in enhancing the organizational performance, success and environmental
sustainability (Shoaib, Abbas et al. 2021). The previous literature has explained the impact of
corporate social responsibility, green HR practices and environmental sustainability in
diverse sectors including textile, health care and industrial sector (Zakaria, N., Ahmad, M. J.,
& Ahmad, N., 2020). The implementation of green practices has been observed to be
implemented in these sectors largely that have been taken for the environment protection and
sustainability. The literature has also explained the role of green HR management practices in
environmental commitment, organizational citizenship behavior in hospitality sector.
Moreover, the studies have been conducted for assessing the green HR practices and policies
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in automobile industry that influence the internal supply chain management with
environmental concern while coordinating with consumers and suppliers (Yu, Chavez et al.
2020).
However, the previous studies have overlooked to explain and assess the role of green human
capital in shaping the behavior of employees towards being green and to adopt green
practices.
Green Abilities
The literature has expressed to develop the green abilities of the employees through
conducting the human resource practices including training and development also supported
by the green recruitment and selection procedure. The greening aspect in recruitment and
selection procedure ensure the hiring of employees having environmental concerns and
initiation of green training and development that enhance the skills of employees towards
adoption of green practices to conduct the business operations. The talent acquisition at the
organizations focuses to hire the quality-oriented staff and it has been expressed as one of the
major challenges for HR department and now considering greening aspect has become more
crucial during HR functions. The literatures have depicted that employees of large-scale firms
such as multinational firms’ employees have much higher tendency of adopting green
practices because multinational firms embrace the green HR practices and policies as
employer branding for efficient outcomes and to attract the environment friendly customers.
The firms ensure to disseminate the information to the employees about environmental
concerns and initiatives to be taken for environmental protection as it must be embedded with
organizational objectives (Renwick, Redman et al. 2013). The green image of the firm
emerged when selection procedures take place under greening umbrella that attract the
potential workforce and customers. It has been reported that university graduates prefer to
join the environmentally friendly firms that depict the pro-environmental image. The survey
conducted in UK has shown that university graduates consider the green performance of the
firm before acquiring the job that indicate the concern of general public towards the policies
towards environment management as the key to hire the young workers (Muisyo and Qin
2021).
The previous research assessed the competitiveness of the firm through set of various
practices involved in recruitment with greening aspect and adoption of unique process that
are environmental accepted (Saeed, Afsar et al. 2019). The greening abilities can be created
among employees by providing extensive training sessions on environmental concerns and
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Ahmed, Nasir, Nasir and Bakhtawar 2021 SAJSSH, Vol 2, Issue 2
practices (Yong, Yusliza et al. 2019). The literature has established the link between green
training and development initiatives enhance the performance of the firms and previous
scholars have suggested to adopt green policies and practices to conduct HR functions
(Roscoe, Subramanian et al. 2019). The research scholars have also argued that green training
and development increase the efficiency of the supply chain management for sustainable HR
and management practices that further enable firms to reduce the cost of operations and
contribute in building the reputation (Teixeira, Jabbour et al. 2016). The training conducted
for greening perspective create the awareness related to ecological concerns and develop the
green abilities that reduce the waste and pollution. The training given to employees for
environmental issues enrich the skills and abilities to reduce the wastage material and
eliminate the procedure that causes the raw material waste. The recent studies have focused
to conduct the research on influence and role of environmental training to meet the
organizational goals and objectives related to the environment protection (Stefanelli, Teixeira
et al. 2019). It has been occurred in the literature that environmental training found to be
effective in creating awareness for environmental matters, develop positive attitude towards
environment, promote proactive approach for ecological activities and contribute in
minimizing the waste and energy. It has been widely known and accepted in literature that
training is necessary for green management and performance and contribute in successful
implementation of greening policies that also build the suitable organizational culture
(Muisyo and Qin 2021).
The current study argues that green training and development influence the green behavior, as
previous studies have established that training is necessary for creating awareness and
abilities, however, it has been overlooked that green abilities are crucial for green behavior.
Green knowledge sharing as moderator
The role of knowledge sharing has been observed in prior literature that knowledge
management at workplace has significant impact. The role of knowledge management that
influence the employees’ behavior is rarely studies phenomenon (Bhatti, Zakariya et al.
2020). The literature shows that knowledge management has positive influence on
performance related outcomes that also improve the customer relationship, it contributes in
service quality and innovation. The knowledge sharing is considered as an important element
of the knowledge management in the organizational workplace among individuals (Vrontis
and Christofi 2019). The research studies have expressed that knowledge sharing is
significant predictor of the performance and it is positively related to the individual and team
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Ahmed, Nasir, Nasir and Bakhtawar 2021 SAJSSH, Vol 2, Issue 2
performance. The knowledge sharing found to be significant to influence the performance as
depicted in the study of (Liao, Chen et al. 2018). The knowledge sharing involves the
exchange of information among participants of the firms for achievement of the goals, the
firms ensure the knowledge sharing activities that perform collaborative direction for
organizational green image (Rubel, Kee et al. 2021). The previous research has explained the
role of green knowledge sharing to predict in-role green service behavior and extra role green
service behavior, the study reported significant result of the relationship. Previous study also
explained the mediation role of green knowledge sharing behavior between green HRM and
in-role service behavior and extra-role service behavior, the results reported significant
findings that green knowledge sharing mediates the relationship significantly. The current
study argues that moderation effect of green knowledge sharing will strengthen the
relationship between green abilities and employee green behavior, the moderation effect of
green knowledge sharing believed to be significant between green human capital and
employee green behavior.
Conceptual Framework
The study is a conceptual investigation with two independent constructs, green abilities and
green human capital with the moderation of green knowledge share which enthral with
employee green behaviour.
Green
knowledge
Green Abilities sharing
Employee Green
Green Human Behavior
Capital
Fig 1: Conceptual Framework
Figure 1. Conceptual Framework
DISCUSSION
The current research paper is an attempt to explain the logical and conceptual relationship
and phenomenon of green employee behavior with potential predictors. The study
incorporated the green human capital to explain the green employee behavior that means if
the employees are hired with the intention of environmental protection perspective and HR
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Ahmed, Nasir, Nasir and Bakhtawar 2021 SAJSSH, Vol 2, Issue 2
functions are conducted under greening umbrella then it is more likely that employees’
behavior will be green and exponentially inclined towards environment protection. The green
abilities of employees believed to be playing vital role in adopting green practices and
procedures and depicting green behavior. The study explained that green abilities can be
created through green training and development approach that enhance the behavioral
outcomes to adopt the green practices to conduct the business operations. Moreover, the
study contributed to the body of knowledge by expressing the moderation role of green
knowledge sharing between predictors and dependent variable of the current research. The
green knowledge sharing argued to be strengthened the relationship between green abilities
and employee green behavior further, the moderation role of green knowledge sharing argues
to strengthen the relationship between green human capital green employee behaviors.
IMPLICATION OF THE STUDY
This study contributes to the existing body employee behavior literature by being one of the
first to investigate these relationships. The study established that employee’s right behavior
has a positive relationship with green abilities and green human capital. This suggests that as
employee become aware of their rights, they are likely to have a positive attitude towards the
organizational goal. This implies that increased in knowledge sharing is beneficial to the
organization as it fosters favorable consumer attitudes. Given the limited literature evidence
on the relationships, this finding provides a significant contribution to the existing body of
employees’ green behavior literature.
LIMITATIONS AND FUTURE RECOMMENDATION
This research has certain limitations which can suggest potential fruitful avenues for future
research. The study may have a limited generalisability since it’s conceptually drawn from a
limited number of literatures. In future, the researcher can enhance the scope of the study by
investigating it empirically.
CONCLUSION
The current research paper is an attempt to explain the logical and conceptual relationship
and phenomenon of green employee behavior with potential predictors. The study
incorporated the green human capital to explain the green employee behavior that means if
the employees are hired with the intention of environmental protection perspective and HR
functions are conducted under greening umbrella then it is more likely that employees’
behavior will be green and exponentially inclined towards environment protection. The green
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Ahmed, Nasir, Nasir and Bakhtawar 2021 SAJSSH, Vol 2, Issue 2
abilities of employees believed to be playing vital role in adopting green practices and
procedures and depicting green behavior. The study explained that green abilities can be
created through green training and development approach that enhance the behavioral
outcomes to adopt the green practices to conduct the business operations. Moreover, the
study contributed to the body of knowledge by expressing the moderation role of green
knowledge sharing between predictors and dependent variable of the current research. The
green knowledge sharing argued to be strengthened the relationship between green abilities
and employee green behavior further, the moderation role of green knowledge sharing argues
to strengthen the relationship between green human capital green employee behavior.
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