The Role of Green HRM Practices and Green Behavior for Perceived Organizational

Performance

Khalid Javaid Anwer1, Dr. Haji Rahman2, Ms. Sumaira Jabeen3

1PhD Scholar Allama Iqbal University, Islamabad, Pakistan
khalidnovo@hotmail.com
2Assistant Professor, Department of Management Sciences, University of Buner, Pakistan

Haji616@yahoo.com
3PhD Scholar Quaid e Azam University, Islamabad, Pakistan

sumyjabeen@yahoo.com

Abstract
Purpose: Green HR management practices are becoming very popular around the world. Every
organization is moving from traditional human resource practices to environment-friendly activities to
secure competitive advantage and enhance performance for organizations. In the current study, green HR
practices, green behavior, and perceived organizational performance have developed the framework and
empirically tested.
Methodology: Only the managerial position holding employees have considered the target population, and
the sample size is 150. The adapted questionnaire has used to collect data from respondents which has been
analyzed through PLS-SEM (partial least square – structural equation modeling method.
Results: Green human resource management practices leave an optimistic effect on perceived
organizational performance. Addition to this, green behavior had a mediating role between green HR
management practices and perceived organizational performance.
Conclusion: This study has contributed to literature and has a practical execution for organizations in
Pakistan, those are not yet fully implementing the green HRM practices and also has been analyzed that
implementation of green HRM practices has increased their organizational performance to gain a
competitive advantage.
Keywords: GHRM (Green Human Resource Management), Employee Green Behavior, Green Training,
Green Recruitment and Selection, Green Pay and Reward, Green Performance Management, Green
Involvement, Perceived Organizational Performance, PLS-SEM (Partial Least Square – Structural Equation
Modelling.