A critical analysis of the effect of green HRM on organisational sustainability through
structural equation modelling
Introduction:
Currently, environmental management (EM) is a concept that has expanded into various
sectors of businesses, such as operational management and marketing. Developed nations
have seen a rise in initiatives from business organizations that are centered around launching
revolutionary campaigns with the motto of "green HRM (GHRM)." These GHRM practices
play a significant role in enhancing employee performance and dedication to enhance
environmental efficiency. By modifying HRM culture, structure, strategies, and
organizational policies, the GHRM approach aims to protect the environment. This approach
is essential for the sustainable development of organizations (Mandip 2011) and is designed
to assist with improving environmental performance (EP) (Renwick et al. 2013). The
adoption of GHRM is quickly gaining popularity among organizations as they strive to
cultivate an environmentally friendly organizational culture, ultimately reducing
environmental impacts in this era of industrial advancement. Responsibility for adopting
green practices does not fall solely on one department within an organization; rather, all
departments share equal responsibility for preserving the ecological environment of the
organization. It is crucial for businesses to prioritize sustainability in a rapidly evolving
world. Sustainable human resource management (Green HRM) has emerged as a vital
strategy for businesses looking to reduce their environmental footprint, enhance social
responsibility, and ensure long-term profitability. The integration of HR practices with
sustainability objectives not only enhances employee well-being but also makes a substantial
contribution to the organization's overarching sustainability goals (Hassan, M., et al., 2018).
This research endeavour emphasizes the significance of incorporating sustainable practices
into HR management.
Methodology
This study explores the connections between green human resource management practices
and organisational responsibility with the moderating variable as Green work engagement.
The study was directed and conducted on employees at the various levels in different
organisations. By including various industries in the sample, the study aims to examine the
relationship between green management and organisational sustainability in different
industries and how employee Green work engagement may moderate this relationship. A
drop-and-collect method was adopted depending on the research team personnel connections
and relationships.
Hypothesis
Green innovation possess a positive influence on Greem human resource management
Green OCBE (Organisational Citizenship Behaviour towards the Environment (OCBE))
possess a significant influence on green human resource management
Role of Leadership possess a positive influence on green human resource management
Green work engagement posses a positive influence on organisational sustainability
Green HRM posses a positive influence on organisational sustainability with Green work
engagement as moderating variable
Conceptual Model
Green Work
Green engagement
innovation
Organisational
Green OCBE Green HRM
Sustainability
Leadership
Tools proposed to be used
Descriptives
Discriminant Validity - HTMT
Factor Analysis
Structural Equation Modeling =
Neural Networks – R Studio
