GREEN HUMAN RESOURCE MANAGEMENT ENHANCES ENVIRONMENTAL PERFORMANCE: THE ROLES OF PERSONAL MORAL NORMS AND GREEN VALUES

Abstract

A growing concern of organizations is sustainability in the environment, especially in developing economies that are facing ecological degradation at a rate that exceeds efforts to reverse it. This study explores the influence of Green Human Resource Management (GHRM) on Environmental Performance (EP) in Small and Medium Enterprises (SMEs) in Lahore city, Pakistan. The study further examines PMN as an intervening variable in the GHRM–EP linkage, while GV is tested as a boundary condition of that relationship based on Social Cognitive Theory (Bandura, 1986). The data were obtained using purposive sampling and analyzed by Partial Least Square Structural Equation Modeling (PLS-SEM) software SmartPLS with 281 respondents. Results showed that GHRM has a significant and positive impact on EP and PMN is partially mediating between the two. Positive moderation was found on the GHRM-EP linkage in terms of green values. The results of this study add to the existing research for GHRM in non-Western contexts and have practical value for HR managers and professionals of SMEs looking to institutionalize environmental sustainability.