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

Age 20-30 447 48.37 30-40 311 33.65 40-50 101 10.93 >50 65 7.05 e) Common method bias In the survey research with behavioural sciences, the data collection is from various sources a procedure to avoid common method bias. However, this approach has some disadvantages. To assess the possible CMB, the researchers employed such as giving specific instructions to the participants, and avoiding vague and confusing terms to ensure that all the questions receive responses with an equal amount of work. Further, the assessed Harman single factor test’s findings indicate approximately 31% of the variation in the study data indicating no common method bias (Harman 1967). Table 2 presents the results of reliability, convergent, and discriminant validity of the measurements. The Cronbach alpha values ranged between 0.893 to 0.964 for the variables GHRM, EEB, and EEFR whereas for organizational sustainability ranged from0.737 to 0.867 indicating high reliability of the research instrument. Similarly, the construct reliability values ranged from0.698 to 0.899 for GHRM, EEB and EEFR variables whereas for organizational sustainability the values ranged from 0.826 to 0.921. For the convergent validity average variance extracted was assessed. The AVE values – GHRM 0.894; EEF 0.896, EEFR 0.965, SOCP 0.867, ECOP 0.814 and ENVP 0.764 indicated high convergent validity as all the variables were above the criterion of 0.50 according to (Fornell and Larcker, 1981. Table 2: Internal consistency, reliability, and convergent validity Variable Cronbach Alpha AVE CR Green human resource management (6 items) - GHRM 0.894 0.894 0.738 Employee eco-friendly behaviour (7 items) - EEFB 0.893 0.896 0.698 Employee Environment Friendly Response (7 items)-EEFR 0.965 0.964 0.899 Organizational sustainability - Social performance (6 items) – SOCP 0.864 0.867 0.874 - Economic performance (6 items) - ECOP 0.783 0.814 0.826 - Environmental performance (10items) - ENVP 0.737 0.764 0.921 CR: Construct reliability; AVE: average variance extracted; Alpha: Cronbach alpha The discriminant validity is assessed by measuring Heterotrait-Monotrait (HTMT) were less than the threshold value of 0.9 which indicates appropriate for the study (Henseler et al., 2015) and are indicated in Table 3. Table 3: Discriminant validity (HTMT criterion) Variable EEFB EEFR GHRM Organizational sustainability EEFB EEFR 0.674 GHRM 0.513 0.513 Organisational sustainability 0.688 0.687 0.793 f) Higher-order constructs All the measures suggested by Sarstedt et al. (2019) were followed to assess the higher-order construct. The VIF values in Table 4 presented indicated that there is no collinearity issue. The outer weights were tested using bootstrapping protocol of 8000 samples, and outer weights values for all organizational sustainability factors are significant at P<0.001 level. Table 4: Higher-order constructs Variable Sub-factor Outer Weights T-values VIF Organizational sustainability Social performance 0.667** 4.976 2.110 Economic performance 0.389** 3.123 2.393 Environmental performance 0.513** 4.672 2.003 Note: **p<0.01; VIF=Variance inflationfactor organizational sustainability factors are significant at P<0.001 level. 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 35 Global Journal of Management and Business Research Volume XXII Issue IV Version I Year 2022 ( ) A © 2022 Global Journals