Impact of Green HRM Practices on Organizational Sustainability: A Study of the Public Sector Banking in Sri Lanka

Abstract

The purpose of this research is to investigate impact of Green Human Resource Management practices have on the organizational sustainability operating within the public banking sector of Sri Lanka. The research makes use of a quantitative technique, which is aligned with a positivist perspective and is driven by Saunders' research onion theory. The data was collected through a survey that utilized a structured questionnaire that was distributed to a sample of 132 banking employees.These individuals were picked from a population of around 200.The sampling method used was convenience sampling. Descriptive statistics, Validity, Reliability, Correlation and regression testing were utilized in order to investigate the connections that exist between the various Green Human Resource Management practices, which include Green Recruitment, Green Training and Development, Green Reward Management, Green Performance Management, and Green Empowerment, and the preservation of the organization's sustainability. Data was analysed by using SPSS (21.0). Based on the data, it can be concluded that Green Recruitment and Green Empowerment practices have a large and beneficial impact on the sustainability of organizations, however Green Reward Management techniques have Negative impact. However, there is no evidence that green training and development strategies, as well as green performance management practices, have a substantial impact. The findings provide public banks in Sri Lanka with useful insights that can be used to improve their human resource management strategies, which will ultimately contribute to increased organizational sustainability.