GREEN HRM AND EMPLOYEE WORKPLACE OUTCOMES: THE ROLE OF ORGANIZATIONAL PRIDE AND GREEN VALUES

Abstract

With rising worldwide concern for the environment, organizations have widely felt the need to integrate the environmental dimension of sustainability into their business models and operations. However, to accomplish business goals and implement corporate strategy, the role of human resource management, and in this case, the role of green human resource management (GHRM), is critical (Alavi & Aghakhani, 2021). Due to this rising concern of sustainability issues, the context of HRM is changing considerably, and organizations are being compelled to implement environmental activities in their business models (Ercantan & Eyupoglu, 2022). The rising significance of GHRM has also obliged scholars to expand this research domain in terms of its employee-level consequences. The current study, therefore, solely focuses on the impact of firm level practices on employee green and non-green wokplace outcomes such as organizational pride, green commitment, and thriving at work. Furthermore, the current research employs conservation of resource theory (COR) and supplies value fit theory (SVF) to understand the impact of GHRM practices on employee outcomes. A quantitative study design is used to empirically test the association between GHRM practices and employee outcomes, i.e., green commitment and thriving at work through the mediating role of organizational pride and moderating role of individual green values. Data from a sample of 255 employees working in the textile sector of Pakistan is collected to test the hypothesized model through a structural equation modeling approach. The findings provide support for the hypothesized relationships. GHRM practices affect employee green commitment and thriving at work through the mediating role of organizational pride. Individual green values also strengthens the relationship between organizational pride and green commitment, and thriving at work. As GHRM is a relatively emerging area of study in the management literature (Paulet et al., 2021), the current study sheds light on some essential concepts to pave the way for further research, especially from the conservation of resource approach. The empirical findings of the current research also provide practical implications relevant specifically to the policymakers, consultants, researchers, and management in textile sector organizations. It also highlights the need for future research in different sectors and with other variables to enhance the generalizability of this study and enrich literature in the field of GHRM.