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Green HRM and Workplace Behavior: Unveiling the Mediating Effect of Employee Green Advocacy

Author

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  • Aida Abdullah

    (Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA, Seremban Campus, Negeri Sembilan Branch, 70300, Seremban, Malaysia)

  • Farihah Hassan

    (Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA, Seremban Campus, Negeri Sembilan Branch, 70300, Seremban, Malaysia)

  • Ahmad Faiz Yaakob

    (Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA, Seremban Campus, Negeri Sembilan Branch, 70300, Seremban, Malaysia)

  • Suhaimi Abdul Samad

    (Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA, Seremban Campus, Negeri Sembilan Branch, 70300, Seremban, Malaysia)

  • Norfadzidatul Izwa Farouk Shah

    (Business Support Office (Melaka), TNB Global Business Solutions, Tenaga Nasional Berhad, Melaka, Malaysia)

Abstract

Demonstrating desirable workplace behavior can positively influence an organization’s success. Deviant activities that violate an organization’s established standards can be detrimental, particularly in terms of operational costs, workplace relationships, and environmental concerns. Previous research has examined the influence of green human resources management (GHRM) and employee green advocacy (EGA) on the adoption of desirable workplace behavior, as well as the converse. Therefore, the objective of the study is to examine the role of EGA as a mediator in the relationship between GHRM and deviant behavior (DB). The inclusion of human resource personnel from a utility company can improve the organization’s awareness of the importance of green practices and green advocacy in promoting desirable workplace behaviors that can improve work quality, strategic investment, and work performance. A lack of awareness of environmental concerns can adversely affect the workplace’s demeanor and business operations. Simple random sampling was employed to disseminate the questionnaire to research participants, which was adapted from previous studies. The instruments are both valid and reliable, and the Hayes Process model conducted the hypothesis testing. GHRM exhibits a significant positive correlation with EGA (β = 0.068, t = 4.775, p

Suggested Citation

  • Aida Abdullah & Farihah Hassan & Ahmad Faiz Yaakob & Suhaimi Abdul Samad & Norfadzidatul Izwa Farouk Shah, 2024. "Green HRM and Workplace Behavior: Unveiling the Mediating Effect of Employee Green Advocacy," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 8(9), pages 2760-2767, September.
    • Handle: RePEc:bcp:journl:v:8:y:2024:i:9:p:2760-2767
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    References listed on IDEAS

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    1. Ali Junaid Khan & Muhammad Akbar Ali Ansari & Tanveer Ahmed & Areeba Athar Malik, 2022. "Green Human Resource Practices: A Sustainable Approach To Increase Employee Performance," iRASD Journal of Management, International Research Alliance for Sustainable Development (iRASD), vol. 4(1), pages 17-25, March.
    2. Aisha AlKetbi & John Rice, 2024. "The Impact of Green Human Resource Management Practices on Employees, Clients, and Organizational Performance: A Literature Review," Administrative Sciences, MDPI, vol. 14(4), pages 1-19, April.
    3. Jing Yi Yong & Mohd‐Yusoff Yusliza & Thurasamy Ramayah & Charbel Jose Chiappetta Jabbour & Simone Sehnem & Venkatesh Mani, 2020. "Pathways towards sustainability in manufacturing organizations: Empirical evidence on the role of green human resource management," Business Strategy and the Environment, Wiley Blackwell, vol. 29(1), pages 212-228, January.
    4. Aida Abdullah, 2017. "The Association between Big-Five Personality and Property Deviance," GATR Journals gjbssr464, Global Academy of Training and Research (GATR) Enterprise.
    5. Sanober Tariq & Farzand Jan & Muhammad Ahmad, 2016. "Green employee empowerment: a systematic literature review on state-of-art in green human resource management," Quality & Quantity: International Journal of Methodology, Springer, vol. 50(1), pages 237-269, January.
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