Effects of green human resource management practices on green innovation and behavior

Abstract

PurposeThis study explores green human resource management in Pakistan's automobile industry.Design/methodology/approachThe nature of the study is quantitative, with cross-sectional data collected through a survey questionnaire. A convenience sampling strategy is employed to trace employees working in the automobile industry. In total, 400 surveys are distributed, with 190 responses received. The response rate is recorded as 47%.FindingsBy employing structural equation modeling (SEM), the study finds positive and significant effects of green employee involvement (GEI), green compensation and reward (GCR), green performance management (GPM), green training and development (GTD), and green recruitment and selection (GRS) on task-related green behaviors (TRGB), voluntary green behaviors (VGB), and green innovation (GI).Practical implicationsThe study's findings add greater depth to the knowledge about green human resource management (HRM) practices, with a focus on the developing country context. The proposed framework will provide guidelines to policymakers with recommendations on how to influence and implement task-related green behaviors, voluntary green behaviors, and green innovation within green HRM practices.Originality/valueThe conclusions of the study offer empirical confirmation of green HRM practices, task-related green behaviors, voluntary green behaviors, and green innovation in a developing country setting.