Green HRM and Pro-Environmental Employee Behaviour: The Moderating Role of Organizational Culture

Abstract

This study examined the impact of Green Human Resource Management (Green HRM) practices on pro-environmental employee behaviour, with a focus on the moderating role of organizational culture. A quantitative research design was employed, and data was collected from a sample of 320 employees across various organizations. Structured questionnaires measured Green HRM practices, organizational culture, and pro-environmental behaviour using a five-point Likert scale. Statistical analysis included descriptive statistics, correlation, regression, and moderation analysis. The results indicated that Green HRM practices significantly influenced pro-environmental employee behaviour (β = 0.42, p < 0.001). Organizational culture also showed a positive effect on employee behaviour (β = 0.36, p < 0.001). The interaction effect between Green HRM and organizational culture was significant (β = 0.21, p < 0.001), confirming the moderating role of organizational culture. The model explained 58% of the variance in pro-environmental behaviour (R² = 0.58), indicating strong explanatory power. The findings suggested that organizations implementing green HR practices fostered higher levels of environmental responsibility among employees, particularly when supported by a sustainability-oriented culture. The study contributed to the literature by highlighting the importance of integrating HR practices with organizational culture to achieve sustainability goals. Practical implications emphasized the need for organizations to align HR systems with environmental values to enhance employee engagement in eco-friendly practices.

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