Green HRM Practices and Their Impact on Eco-Friendly Employee Behavior in Tourism

Abstract

This study explores the relationship between Green Human Resource Management (Green HRM) practices and eco-friendly employee behavior within Pakistan’s tourism sector. As the tourism industry increasingly faces environmental challenges, adopting sustainable practices at the organizational level has become essential. Guided by the Ability-Motivation-Opportunity (AMO) theory, this research investigates how specific Green HRM components, green recruitment, green training and development, green performance management, green rewards, and employee involvement, contribute to shaping pro-environmental behavior among employees. Using a qualitative research design, data were collected from 50 employees working in tourism-related organizations through semi-structured interviews and analyzed thematically. The findings indicate that all five Green HRM practices positively influence employees’ environmental behavior, with green training and rewards emerging as the most impactful factors. The study also highlights that involving employees in sustainability initiatives strengthens their sense of responsibility and fosters a green organizational culture. These insights emphasize the strategic role of Green HRM in promoting sustainable practices, offering valuable implications for HR professionals and policymakers aiming to enhance environmental performance in tourism. Despite its contributions, the study is limited by a small sample size and geographic scope, suggesting the need for broader, longitudinal research in the future.

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