The Impact of Green Human Resource Management on IT Employees’ Environmentally Eco-friendly Performance and Behavior: The Mediating Role of Organizational Commitment

KDV  Prasad; Shivoham  Singh; Ved  Srinivas; Hemant  Kothari; Devendra  Shrimali

doi:10.48161/qaj.v5n1a1069

Authors

KDV Prasad Symbiosis Institute of Business Management, Hyderabad; Symbiosis International (Deemed University), Pune 412115, India;
Shivoham Singh Symbiosis Institute of Business Management, Hyderabad; Symbiosis International (Deemed University), Pune 412115, India;
Ved Srinivas Thiagarajar School of Management, Madurai 625005 India;
Hemant Kothari Pacific Academy of Higher Education & Research University, Udaipur 313001, India;
Devendra Shrimali Department of Business Administration, University College of Commerce and Management Studies, Mohanlal Sukhadia University, Udaipur 313001, India.

DOI:

https://doi.org/10.48161/qaj.v5n1a1069

Abstract

This study examined the influence of green human resource management (GHRM) on information technology employees' environmentally friendly performance and eco-friendly conduct. This study also investigated the mediating role of organizational commitment on the nexus between GHRM and employees’ environmentally friendly and eco-friendly behavior. The data were gathered via a structured questionnaire. Data normality and questionnaire internal consistency and reliability were assessed measuring Chronbach’s alpha statistic, which reveals the data were normally distributed, and the questionnaire maintained internal consistency and reliability. 500 valid responses were analyzed and four reflective constructs, organizational commitment, green human resource management, organizations’ environmental performance, and employees’ eco-friendly behavior, were assessed via exploratory, confirmatory factor analysis, and hypotheses were tested via structural equation modeling analysis. The impact of green human resources was positive and statistically significant for all the study variables. Employees’ eco-friendly behavior has a positive and statistically significant impact on IT organizations’ environmental performance. Organizational commitment partially mediated the relationships between green human resource management and organizations’ eco-friendly behavior and environmental performance. The data were gathered using convenience sampling which is fast, cost-effective, easy and suitable for our research. However, the limitations, bias and generalizability were handled through common method bias and the size of 500 is very large for SEM studies and results can be generalizable to some extent. The results have several practical implications for green organizations in terms of recruiting, training, and reducing carbon footprints.

Downloads

Download data is not yet available.

References

Gilal, F. G., Ashraf, Z., Gilal, N. G., Gilal, R. G., & Channa, N. A. (2019). Promoting environmental performance through green human resource management practices in higher education institutions: A moderated mediation model. Corporate Social Responsibility and Environmental Management, 26(6), 1579-1590.

Melnyk, S. A., Sroufe, R. P., & Calantone, R. (2003). Assessing the impact of environmental management systems on corporate and environmental performance. Journal of Operations Management, 21(3), 329-351.

Yong, J. Y., Yusliza, M. Y., Ramayah, T., Chiappetta Jabbour, C. J., Sehnem, S., & Mani, V. (2020). Pathways towards sustainability in manufacturing organizations: Empirical evidence on the role of green human resource management. Business Strategy and the Environment, 29(1), 212-228.

Mousa, S. K., & Othman, M. (2020). The impact of green human resource management practices on sustainable performance in healthcare organisations: A conceptual framework. Journal of Cleaner Production, 243, 118595.

Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International Journal of Management Reviews, 15(1), 1-14.

Jeronimo, H. M., de Lacerda, T. C., & Henriques, P. L. (2020). From sustainable HRM to employee performance: A complex and intertwined road. European Management Review, 17(4), 871-884.

.Elziny, M. (2019). The impact of green human resource management on hotel employees’ eco-friendly behavior. International Academic Journal Faculty of Tourism and Hotel Management, 5(1), 107-126.

Kim, Y. J., Kim, W. G., Choi, H. M., & Phetvaroon, K. (2019). The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance. International Journal of Hospitality Management, 76, 83-93.

Watson, R. A., & Tidd, A. (2018). Mapping nearly a century and a half of global marine fishing: 1869–2015. Marine Policy, 93, 171-177.

Hollebeek, L., & Rather, R. A. (2019). Service innovativeness and tourism customer outcomes. International Journal of Contemporary Hospitality Management, 31(11), 4227-4246.

Kim, Y. J., Kim, W. G., Choi, H. M., & Phetvaroon, K. (2019). The effect of green human resource management on hotel employees’ eco-friendly behavior and environmental performance. International Journal of Hospitality Management, 76, 83-93.

Yen, C. H., Teng, H. Y., & Tzeng, J. C. (2020). Innovativeness and customer value cocreation behaviors: Mediating role of customer engagement. International Journal of Hospitality Management, 88, 102514.

Bohdanowicz, P., Zientara, P., & Novotna, E. (2011). International hotel chains and environmental protection: An analysis of Hilton's We Care! programme (Europe, 2006–2008). Journal of Sustainable Tourism, 19(7), 797-816.

Darvishmotevali, M., & Altinay, L. (2022). Toward pro-environmental performance in the hospitality industry: Empirical evidence on the mediating and interaction analysis. Journal of Hospitality Marketing & Management, 31(4), 431-457.

Pham, N. T., Hoang, H. T., & Phan, Q. P. T. (2020). Green human resource management: A comprehensive review and future research agenda. International Journal of Manpower, 41(7), 845-878.

Rahman, I., Reynolds, D., & Svaren, S. (2012). How “green” are North American hotels? An exploration of low-cost adoption practices. International Journal of Hospitality Management, 31(3), 720-727.

Ojo, A. O. (2022). Motivational factors of pro-environmental behaviors among information technology professionals. Review of Managerial Science, 16(6), 1853-1876.

Ojo, A. O., Tan, C. N. L., & Alias, M. (2022). Linking green HRM practices to environmental performance through pro-environment behaviour in the information technology sector. Social Responsibility Journal, 18(1), 1-18.

Zhang, Y., Luo, Y., Zhang, X., & Zhao, J. (2019). How green human resource management can promote green employee behavior in China: A technology acceptance model perspective. Sustainability, 11(19), 5408.

Senthilkumar, S., & Kukunuru, S. (2021). Green human resource management in Indian Information Technology Industry. Arab Journal of Administration, 41, 1-22.

Shobhana, N., Amudha, R., Alamelu, R., Rengarajan, V., Dinesh, S., & Nalini, R. (2022, February). Green Human Resource Management [GHRM] practices in pursuit of reinvigorating environmental performance in IT firms: A SEM approach. In 2022 Interdisciplinary Research in Technology and Management (IRTM) (pp. 1-5). IEEE.

Unal, C., & Ceylan, C. (2009). Green IT: A guideline for energy efficient and environmentally friendly information technology.

Abdillah, L. A., Rofiq, A. A., & Indriani, D. E. (2018). Information technology utilization in environmentally friendly higher education. arXiv preprint arXiv:1811.1085.

Lin, Z., Gu, H., Gillani, K. Z., & Fahlevi, M. (2024). Impact of Green Work–Life Balance and Green Human Resource Management Practices on Corporate Sustainability Performance and Employee Retention.

Bi, T. (2024, May). The impact of green human resource management: A moderated mediation model. In Proceedings of the 2024 International Conference on Digital Society and Artificial Intelligence (pp. 105-109).

Govindaraj, M., Krishnan, R., Gnanasekaran, C., Khan, P., Sirotiya, M., & Harish, D. N. (2024). Greening the workforce: Exploring green HRM dimensions and its relevance to environmental performance in the IT sector. In Anticipating Future Business Trends: Navigating Artificial Intelligence Innovations: Volume 1 (pp. 149-166). Cham: Springer Nature Switzerland.

Segbenya, M., Kissi, E. A., & Amoah, J. O. (2024). Green human resource management and environmental sustainability in a developing economy: Examining the mediation and moderation effect of employee personal norms and sex. Social Sciences & Humanities Open, 10, 101016.

Daily, B. F., & Huang, S. C. (2001). Achieving sustainability through attention to human resource factors in environmental management. International Journal of Operations & Production Management, 21(12), 1539-1552.

Tajfel, H., & Turner, J. C. (2003). The social identity theory of intergroup behavior. Social Psychology, 4, 73-98.

Peterson, D. K. (2004). The relationship between perceptions of corporate citizenship and organizational commitment. Business & Society, 43(3), 296-319.

Shen, J., & Benson, J. (2016). When CSR is a social norm: How socially responsible human resource management affects employee work behavior. Journal of Management, 42(6), 1723-1746.

Domínguez-Falcón, C., Martín-Santana, J. D., & De Saá-Pérez, P. (2016). Human resources management and performance in the hotel industry: The role of the commitment and satisfaction of managers versus supervisors. International Journal of Contemporary Hospitality Management, 28(3), 490-515.

Takeuchi, R., Chen, G., & Lepak, D. P. (2009). Through the looking glass of a social system: Cross‐level effects of high‐performance work systems on employees’ attitudes. Personnel Psychology, 62(1), 1-29.

Hsiao, T. Y., Chuang, C. M., Kuo, N. W., & Yu, S. M. F. (2014). Establishing attributes of an environmental management system for green hotel evaluation. International Journal of Hospitality Management, 36, 197-208.

Van Knippenberg, D., Van Dick, R., & Tavares, S. (2007). Social identity and social exchange: Identification, support, and withdrawal from the job. Journal of Applied Social Psychology, 37(3), 457-477.

Tsaur, S. H., & Lin, Y. C. (2004). Promoting service quality in tourist hotels: The role of HRM practices and service behavior. Tourism Management, 25(4), 471-481.

Paillé, P., Boiral, O., & Chen, Y. (2013). Linking environmental management practices and organizational citizenship behaviour for the environment: A social exchange perspective. The International Journal of Human Resource Management, 24(18), 3552-3575.

Dragomir, V. D. (2020). Theoretical aspects of environmental strategy. In Corporate Environmental Strategy (pp. 1-31). Springer.

Ren, S., Tang, G., & Jackson, S. E. (2018). Green human resource management research in emergence: A review and future directions. Asia Pacific Journal of Management, 35, 769-803.

Podsakoff, P. M., & MacKenzie, S. B. (2014). Impact of organizational citizenship behavior on organizational performance: A review and suggestions for future research. Organizational Citizenship Behavior and Contextual Performance, 133-151.

Meyer, J. P., Stanley, D. J., Herscovitch, L., & Topolnytsky, L. (2002). Affective, continuance, and normative commitment to the organization: A meta-analysis of antecedents, correlates, and consequences. Journal of Vocational Behavior, 61(1), 20-52.

Ng, T. W., & Feldman, D. C. (2011). Affective organizational commitment and citizenship behavior: Linear and non-linear moderating effects of organizational tenure. Journal of Vocational Behavior, 79(2), 528-537.

Shoaib, M., Abbas, Z., Yousaf, M., Zámečník, R., Ahmed, J., & Saqib, S. (2021). The role of GHRM practices toward organizational commitment: A mediation analysis of green human capital. Cogent Business & Management, 8(1), 1870798.

Ly, B. (2023). Green HRM and eco-friendly behavior in Cambodian public organizations: The mediation of organizational commitment. Environmental Challenges, 10, 100674.

Becker, B., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39(4), 779-801.

Walz, S. M., & Niehoff, B. P. (2000). Organizational citizenship behaviors: Their relationship to organizational effectiveness. Journal of Hospitality & Tourism Research, 24(3), 301-319.

Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. Journal of Applied Psychology, 88(5), 879.

Roy, M. J., Boiral, O., & Paillé, P. (2013). Pursuing quality and environmental performance: Initiatives and supporting processes. Business Process Management Journal, 19(1), 30-53.

Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on environmental performance: An employee-level study. Journal of Business Ethics, 121, 451-466.

Mowday, R. T., Steers, R. M., & Porter, L. W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224-247.

Chou, C. J. (2014). Hotels' environmental policies and employee personal environmental beliefs: Interactions and outcomes. Tourism management, 40, 436-446.

Scherbaum, C. A., Popovich, P. M., & Finlinson, S. (2008). Exploring individual‐level factors related to employee energy‐conservation behaviors at work 1. Journal of Applied Social Psychology, 38(3), 818-835.

Anderson, J. C., & Gerbing, D. W. (1984). The effect of sampling error on convergence, improper solutions, and goodness-of-fit indices for maximum likelihood confirmatory factor analysis. Psychometrika, 49, 155-173.

Gaskin, J., Jenkins, J., Meservy, T., Steffen, J., & Payne, K. (2017). Using wearable devices for non-invasive, inexpensive physiological data collection.

Wolf, E. J., Harrington, K. M., Clark, S. L., & Miller, M. W. (2013). Sample size requirements for structural equation models: An evaluation of power, bias, and solution propriety. Educational and Psychological Measurement, 73(6), 913-934.

Faul, F., Erdfelder, E., Lang, A. G., & Buchner, A. (2007). G* Power 3: A flexible statistical power analysis program for the social, behavioral, and biomedical sciences. Behavior Research Methods, 39(2), 175-191.

Kyriazos, T. A. (2018). Applied psychometrics: Sample size and sample power considerations in factor analysis (EFA, CFA) and SEM in general. Psychology, 9(08), 2207.

Goulet-Pelletier, J. C., & Cousineau, D. (2018). A review of effect sizes and their confidence intervals, Part I: The Cohen’s d family. The Quantitative Methods for Psychology, 14(4), 242-265.

Liang, H., Saraf, N., Hu, Q., & Xue, Y. (2007). Assimilation of enterprise systems: The effect of institutional pressures and the mediating role of top management. MIS Quarterly, 31, 59–87.

Kock, N. (2015). Common method bias in PLS-SEM: A full collinearity assessment approach. International Journal of E-Collaboration, 11, 1–10.

Cao, Y., Yan, B., & Teng, Y. (2023). The impact of green human resource management on hospitality employees’ quitting intention: A dual perspective study. Journal of Hospitality and Tourism Management, 57, 270-283.

Kline, R. B. (2023). Principles and practice of structural equation modeling. Guilford Publications.

Churchill Jr, G. A. (1979). A paradigm for developing better measures of marketing constructs. Journal of Marketing Research, 16(1), 64-73.

Raza, S. A., & Khan, K. A. (2022). Impact of green human resource practices on hotel environmental performance: The moderating effect of environmental knowledge and individual green values. International Journal of Contemporary Hospitality Management, 34(6), 2154-2175.

de la Cruz Déniz-Déniz, M., & De Saá-Pérez, P. (2003). A resource-based view of corporate responsiveness toward employees. Organization Studies, 24(2), 299-319.

Lo, S. H., Peters, G. J. Y., & Kok, G. (2012). A review of determinants of and interventions for pro-environmental behaviors in organizations. Journal of Applied Social Psychology, 42(12), 2933-2967.

Carmeli, A. (2005). Exploring determinants of job involvement: An empirical test among senior executives. International Journal of manpower, 26(5), 457-472.

Liden, R. C., Wayne, S. J., Kraimer, M. L., & Sparrowe, R. T. (2003). The dual commitments of contingent workers: An examination of contingents' commitment to the agency and the organization. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 24(5), 609-625.

Han, H., Yu, J., & Kim, W. (2019). Investigating airline customers' decision-making process for emerging environmentally-responsible electric airplanes: Influence of gender and age. Tourism management perspectives, 31, 85-94.

Joshi, A., Kataria, A., Rastogi, M., Beutell, N. J., Ahmad, S., & Yusoff, Y. M. (2023). Green human resource management in the context of organizational sustainability: A systematic review and research agenda. Journal of Cleaner Production, 139713.

Ojo, A. O., & Raman, M. (2019). Role of green HRM practices in employees’ pro-environmental IT practices. In New Knowledge in Information Systems and Technologies: Volume 1 (pp. 678-688). Springer International Publishing.

Zhang, Y., Luo, Y., Zhang, X., & Zhao, J. (2019). How green human resource management can promote green employee behavior in China: A technology acceptance model perspective. Sustainability, 11(19), 5408.