Green Human Resource Management (GHRM), Work-Life Dynamics, And Employee Environmental Behavior

Abstract

Purpose - The present study delves into the connection between GHRM (Green Human Resource Management) influences employee environmental behaviour (EEB) plus its impact on employees' work-life balance.

Design/Methodology/Approach– Drawing from a thorough analysis of literature on GHRM and EEB, we put forth a theoretical model. This model, which examines both direct and indirect impacts of GHRM on EEB, was evaluated using survey data from 350 professionals in Leadership in Energy and Environmental Design (LEED)-officially recognized firms along with processed using the Structural Equation Modeling (SEM) approach.

Findings – Research findings clearly showcase further work-life acts as a key mediator influencing how GHRM affects EEB. The implications drawn emphasize the urgency to integrate green training, reward employees through Geen Pay and Reward for eco-friendly endeavors in their working life and foster an energy efficient workspace to enhance overall workplace satisfaction.

Research limitations/implications – It's crucial to remember that this research utilized a cross-sectional design, which restricts the capability to infer causality. The study was also geographically confined to four buildings in India, which might not accurately reflect the population as a whole of LEED-certified buildings or other countries. The reliance on self-report data can introduce biases such as social desirability. Future studies could benefit from a longitudinal design and the inclusion of more objective measures of employee environmental behaviour.

Practical implications – Work-life balance is emphasised by green human resource management (GHRM), which has a favourable effect on employees' environmental behaviour (EEB). It is recommended that companies incorporate green training with development, implement a green pay and reward system, and design energy efficient workspaces in order to improve employee work life and employee environmental conscious behaviour. The implementation of flexible work arrangements and the consideration of cultural aspects are expected to enhance the worldwide influence of GHRM on EEB.

Originality/value – This research offers originality by studying the connection concerning GHRM (Green Human Resource Management), work-life balance, on employees' environmental behavior (EEB). It contributes a unique perspective by highlighting work-life balance as a pivotal mediator, providing practical insights for organizations. The study's value is underscored by acknowledging limitations and suggesting avenues for future research, guiding further investigations in this emerging field.