Global Journal of Management and Business Research, A: Administration and Management, Volume 22 Issue 4

The Effect of Green Human Resource Management on Employee Eco-Friendly Behaviour, Employee Environment-Friendly Response and Organizational Sustainability: An Empirical Study Concerning IT Industry in Hyderabad Metro Abstract- The literature on green human resource management and its impact on employee eco-friendly behaviour, employee environment-friendly response, and organizational sustainability is scarce and rarely explored by researchers. This empirical study reports how an employee's eco-friendly behaviour, employee environment-friendly response through green human resource management enhances the organizational sustainability and employees' green behaviour. Organizational sustainability is a multidimensional concept that embodies social, environmental and economic objectives. The results indicate that green human resource management enhances employee eco- friendly behaviour, and employee environment-friendly response. A statistically significant impact of green human resource management on organizational sustainability was observed. The data were analyzed using the partial least square structural equation modeling (PLS-SEM). All three variables are statistically significant and predict organizational sustainability. A structured undisguised questionnaire was used to collect the data for this empirical study, publishing the questionnaire on google forms and providing a link to 5000 information technology employees. The 984 responses received and 924 valid responses were used and subjected to PLS-SEM analysis. This study recommends that the information technology policymakers should consider incorporating green human resource policies for green organizations and promote organizational sustainability. Keywords: green human resource management, eco- friendly behaviour, organizational commitment, organizational sustainability. I. I ntroduction reen Human Resources Management (GHRM) is a set of policies, practices, and systems that stimulate the green behaviour of a company’s employees to create an environment-sensitive, resource-efficient, and socially responsible organization. The growing role of sustainable development in enhancing modern companies’ competitive edge leads to the popularization of the question of how to incorporate ecological practices into the area of human resource policy – which is often referred to as Green Human Resources Management (GHRM). Thousands of companies are implementing sustainability strategies as a response to the challenges and disasters that climate change has brought, and continues to threaten to bring into our world. The issues of corporate sustainability have been highlighted by businesses in the twenty-first century. For politicians and managers, environmental sustainability, equity, and social justice are becoming increasingly appealing societal goals (Howard-Grenville et al., 2014). For the last few decades, the preservation of the natural environment has been a major concern. Environmental protection methods have been adopted by nearly every business. Most industrial organizations have worked to reduce waste generated during product manufacture and disposal, resulting in enhanced corporate performance (Melnyk et al., 2003). The service industries' green efforts are reducing waste, energy and water conservation, and educating customers and employees (Bohdanowicz et al., 2011; Rahman et al., 2012). Environmental issues have heightened global concerns about corporate sustainability in recent years (Shen et al., 2018). A growing amount of studies has been shown persuasively that there is now evidence of a causal relationship between green HRM and company sustainability (Yong et al., 2020; Mousa & Othman, 2020). Despite the critical importance of employee G 31 Global Journal of Management and Business Research Volume XXII Issue IV Version I Year 2022 ( ) A © 2022 Global Journals Author α : Adjunct Professor, Institute of Industrial and Human Resources Development, Financial City, Gachibowli, Hyderabad 500 032, Telangana, India and Communications, International Crops Research Institute for the Semi-Arid Tropics (ICRISAT) 502324, Patancheru, Telangana, India. e-mails: prasadkanaka2003@yahoo.co.in, k.d.prasad@cgiar.org Author σ : Head, HR, Teqsar Private Limited, Gachibowli & Adjunct Faculty at Malla Reddy University, School of Business Management, Hyderabad. e-mail: raomangipudi@gmail.com Dr. KDV Prasad α & Dr. Mruthyanjaya Rao Mangipudi σ