Adoption of Green HRM practices by healthcare sector for Increasing Organizational Citizenship Behavior and its impact on Environmental sustainability

Abstract

Since a few decades ago, businesses have been under stress from their investors to embrace ecologically responsive commercial practices, which presents a significant challenge for management in maintaining a competitive advantage in the market. The human resources department must implement some green practices that improve sustainability if it is to maintain its strategic image in the eyes of its stakeholders. This study provides a quick explanation of the significant impact that these green HRM practices had on ecological sustainability performance. Its Green Hiring, Green Training and Engagement, and Green Performance Management and Compensation are self-determining variables. Despite the fact that it acts as a mediator between the independent and dependent variables, organizational citizenship conduct. A quantitative data collection method based on an online survey is used, taking into account the data of 120 participants to apply the SPSS test. Results from the vast majority of participants demonstrate that green performance management and compensation significantly affect an organization's commitment to corporate social responsibility and environmental sustainability. Green Training and Engagement provide the reasonable results for the dependent and mediating variable, while Green Hiring has the least impact. This research will help the management of the Odisha healthcare industry make effective adjustments to its HR practices, and it will also be useful to other researchers and state politicians as they make decisions. Indeed, this research is important, but it also has a number of shortcomings, including a lack of mixed studies and research constraints brought on by the state of Odisha. These problems could reduce the validity of our analysis. This gap can be filled by future academics in their research articles.