THE IMPACT OF GREEN HUMAN RESOURCE MANAGEMENT ON EMPLOYEE GREEN PERFORMANCE THROUGH GREEN COMMITMENT AND TRANSFORMATIONAL LEADERSHIP

Abstract

Although Green Human Resource Management (GHRM) has become a very important approach in advancing organizational sustainability, its mechanisms of action and effectiveness on employee green performance are under-researched. This study explores how the GHRM affects the green performance of employees mediated by the green commitment and moderated by transformational leadership. Based upon Ability-Motivation-Opportunity (AMO) theory and social learning theory, we surveyed 412 employees from 47 organizations from various industry sectors in Pakistan. The SEM with bootstrapping shows that GHRM has a significant direct effect on green performance (β = 0.31, p < 0.001) and indirect effect on green performance through green commitment (β = 0.31, p < 0.001). Green commitment has a mediating effect of 50%. Transformational leadership significantly moderates both pathways with a higher indirect effect at high transformational leadership (0.21 at low transformational level to 0.44 at high transformational level, index of moderated mediation = 0.23, 95% CI [0.16, 0.31]). The full model accounts for all variance of employee green performance, which equals 67%. The results show that comprehensive green HR practices along with transformational leadership, which embeds environmental values, is needed for effective GHRM implementation. This research has the potential to add to sustainability-related literature, because it shows a dual relationship between GHRM and the environmental outcomes, and provides practical guidance for organizations looking to enhance environmental sustainability through HRM.