Assignment

Submitted By:-

Hamna Hamid

222736

BBA-4th-M(B)

Human Resource Management

Research Paper

Submitted To:-

Ma’am Hadia Awan

Summary:-

This study explores the impact of Green Human Resource Management (GHRM)
practices on employee pro-environmental behaviour. GHRM refers to the integration
of environmental sustainability into human resource management practices. The
authors surveyed 250 employees from various industries in Pakistan and found that
GHRM practices, such as green training, green performance management, and green
rewards, significantly positively affect employee pro-environmental behaviour. The
study also found that employee engagement and organisational citizenship behaviour
mediate the relationship between GHRM practices and pro-environmental behaviour.

Findings:-

The study's findings suggest that organisations can promote employee pro-
environmental behaviour by implementing GHRM practices, which can contribute to
environmental sustainability. The study's results have implications for organisations
seeking to reduce their environmental footprint and promote sustainable practices.

Key findings:

- GHRM practices positively affect employee pro-environmental behaviour

- Employee engagement and organisational citizenship behaviour mediates h
relationship between H R M practices and pro-environmental behaviour
- Organisations can promote environmental sustainability by implementing GHRM
practices.

Methodology:

- Survey-research design
- 250 employees from various industries in Pakistan
- Self-administered questionnaires
- Structural equation modelling (SEM)w a s used to analyse the data.

Limitations:

- The study was conducted in Pakistan, and the results may not be generalisable to
other countries
- The study only focused on employee pro-environmental behaviour and did not
consider other outcomes such as environmental performance or organisational
performance.
The research paper "Promoting Employee'sPro-Environmental Behaviour through
Green Human Resource Management Practices" examines the relationship between
Green Human Resource Management (GHRM) practices and employee pro-
environmental behaviour.

Variables :-

Independent Variable:*

- GreenHuman Resource Management (GHRM) practices:This refers to the integration of

environmental sustainability into human resource management practices, including:
- Green training: Environmental training and awareness programs for employees
- Green performance management: Evaluating employee performance based on
environmental criteria
- Green rewards: Recognising and rewarding employees for their environmental
contributions
*Dependent Variable:*
- Employee pro-environmental behaviour: This refers to the actions and behaviours of
employees that support environmental sustainability, including: - Energy conservation
- Waste reduction
- Water conservation
- Using public transport or carpooling

*MediatingVariables:*

- Employee engagement: The level of employee involvement and commitment to the

organisation
- Organisational citizenship behaviour: The extent to which employees go beyond their job
requirements to support the organisation and its goals

*Control Variables:*
- Demographic variables (age, gender , education level, etc.) –
Organisation size and type (public or private)

Hypothesis:-

The study hypothesises thatGHRM practices will positively affect employee pro-
environmental behaviour, and that employee engagement and organisational citizenship
behaviour will mediate this relationship. The control variables are included to account for
potential extraneous factors that may influence the relationship between GHRM practices
and employee pro-environmental behaviour.

By examining these variables, the study aims to provide insights into how organisations can
promote employee pro-environmental behaviour through GHRM practices, and contribute
to environmental sustainability.

Conclusion:-

The conclusion of the research paper "Promoting Employee's Pro-Environmental Behaviour

through Green Human Resource Management Practices"is as follows 1:

• Green HRM practices positively impact the pro-environmental behaviour of

employees.

• Green Entrepreneurship mediates the relationship between Green HRM and pro-
environmental behaviour.

• Green Self-Efficacy moderates the relationship between Green HRM and pro-
environmental behaviour.

-The study contributes to theory and practice by providing insights for policymakers to
embed green initiatives in organisational strategic planning, enhancing employee pro-
environmental behaviour.

- The study offers-practical knowledge on-upgrading hospitality sector processes to green HR

practices.

- The findings-suggest organisations can promote employee pro-environmental behaviour by

implementing GHRM practices, contributing to environmental sustainability.

- The study's results have implications for organisations seeking to reduce their
environmental footprint and promote sustainable practices.