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Green human resource management practices and employee green behavior

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  • Udhayageetha Veerasamy
  • Michael Sammanasu Joseph
  • Satyanarayana Parayitam

Abstract

This research explores the effect of Green Human Resource Management (GHRM) practices on employee green behavior (EGB). A conceptual model involving two double-moderations is developed and tested with the data collected from 397 respondents from various industries in India. Hayes’s PROCESS macros were used in testing the hypotheses. Consistent with the Ability-Motivation-Opportunity (AMO) and Social Identity Theory (SIT), the green recruitment strategies (GRS) and green institutional initiatives (GII) positively predict EGB. The results indicate that the significant three-way interaction between GRS, employee green training and development (E-GTD), and employee green participation and involvement (E-GPI) influenced EGB. The findings also suggest that the three-way interaction between GII, employee green performance management, appraisal (E-GPMA), employee green compensation, and rewards (E-GCR) influencing the EGB was significant. The implications for green human resource management (G-HRM) and sustainability are discussed.

Suggested Citation

  • Udhayageetha Veerasamy & Michael Sammanasu Joseph & Satyanarayana Parayitam, 2024. "Green human resource management practices and employee green behavior," Journal of Environmental Planning and Management, Taylor & Francis Journals, vol. 67(12), pages 2810-2836, October.
    • Handle: RePEc:taf:jenpmg:v:67:y:2024:i:12:p:2810-2836
    DOI: 10.1080/09640568.2023.2205005
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