Reinforcing Green Organizational Culture to Sustain Green Human Capital: Innovative Way for Agri-Inputs Industry

Abstract

AbstractOrganizations must go beyond technical fixes and adopt environmentally responsible beliefs, values, and norms to be sustainable and enforce green organizational culture. A framework with a holistic approach to comprehend the complex model is developed in this study. After a detailed review of existing literature, a model is drawn to understand the effects of green organizational culture on green employee behavior and green human capital. Its validity was examined by the quantitative method. Hypotheses were drawn from the framework and were tested for empirical evidence in the agri-inputs industry of Pakistan. The purposive sampling technique was used to draw the magnitude sample from which primary data was collected using a questionnaire survey. Structural equation modeling was applied for hypothesis testing. Results show that green organizational culture is related to green employee behavior with mediating effects of internal environmental orientation, employee value orientation, and green psychological climate. Islamic work ethics has a positive effect on internal environmental orientation. Green human resource management influences green employee behavior. And green employee behavior positively affects green human capital through synergistic improvements. The findings reveal that eudaemonic well-being is achieved by employees from such a culture. It provides insights to researchers, practitioners, and policymakers of the agri-inputs companies and industry overall.