Green-Related Attitudinal and Behavioural Dynamics of Green Results: Green HRM As a Primary Explanator

Abstract

It is a fact that Green Human Resource Management (GHRM) plays a significant role in a sustainable organization which takes a serious and genuine attempt to reduce its negative impacts and to enhance its positive impacts on the environment and society. It is asserted that Green Orientation of Human Resource Management (GOHRM) is contributory to influence on employees’ attitudes, and behaviours so as to create and improve green innovations and green outputs. Having adopted the hypothetico-deductive approach, this study attempted systematically to fill eight research gaps by utilizing primary data from the Sri Lankan context. Eight hypotheses were formulated from the research model that has its originality in explaining some dynamics of Perceived Green Results (PGRs) having GOHRM as the primary independent variable, Personal Character (PC) as the moderator, Green Attitude (GA) as the mediator, and the four types of green behaviour, i.e., Green Personal Behaviour (GPB), Green Organizational Citizenship Behaviour (GOCB), Green Interpersonal Citizenship Behaviour (GICB), and Green Official Behaviour (GOB) as the direct predictors. The analysis of the data collected from 202 top and middle managers working for Sri Lankan listed manufacturing firms resulted in accepting all the eight hypotheses substantiating the research model. We posit that this study provides material theoretical and methodological contributions to the existing literature on GHRM in addition to the managerial implications discussed with fresh insights in order to enhance green results which are indispensable for the natural environment sustainability through establishing and enhancing GOHRM in the organization.
Key Words: Green Attitude, Green Behaviour, Green Human Resource Management, Green Results, Sri Lankan Context