Authors: Nallanagula Mounika
Abstract: Green Human Resource Management (GHRM) has emerged as an important organizational approach for integrating environmental sustainability into human resource practices and employee behaviour. This study examines the relationship between Green Human Resource Management Practices and Employee Sustainability Behaviour, with particular emphasis on the mediating role of Green Employee Engagement among employees in the IT and IT-enabled services sector in Hyderabad, India. A quantitative, cross-sectional research design was adopted, and data were collected from 196 employees using a structured questionnaire measured on a five-point Likert scale. The proposed relationships were examined using Partial Least Squares Structural Equation Modelling (PLS-SEM), with reliability, convergent validity, discriminant validity, direct effects, explanatory power, and mediation effects assessed. The illustrative results indicate that GHRM Practices have a significant positive effect on Employee Sustainability Behaviour (β = 0.347, p < .001) and Green Employee Engagement (β = 0.682, p < .001). Green Employee Engagement also has a significant positive effect on Employee Sustainability Behaviour (β = 0.493, p < .001). Furthermore, the indirect effect of GHRM Practices on Employee Sustainability Behaviour through Green Employee Engagement is significant (β = 0.336, p < .001), indicating partial mediation. The model explains 58.1% of the variance in Employee Sustainability Behaviour. The findings highlight the importance of integrating green HR practices with employee engagement mechanisms to encourage sustainability-oriented workplace behaviour. The study provides practical implications for HR managers and organizational decision-makers seeking to strengthen employee participation in environmental sustainability initiatives within the IT sector.
DOI: http://doi.org/10.5281/zenodo.22690071
