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

To eliminate the d th data point the blindfolding, a sample reuse strategy following the methodof Hair et al., (2017) was used. The Q 2 values are greater than 0 indicating the predictive relevance for a model- dependent construct (Fornell and Cha, 1994). The Q 2 values presented in Table 5 indicates the statistical relevance of the endogenous constructs. R 2 and Q 2 endogenous constructs (to eliminate d th data point) Predictor Variable Target variable R 2 Predictive accuracy Q 2 GHRM, EEFR Employee eco-friendly behaviour 0.084 High 0.080 GHRM, EEFB Employee environmental friendly response 0.309 High 0.308 GHRM, EEFB, EEFR Organizational sustainability 0.366 High 0.336 g) Hypotheses testing - Structural model To test the hypotheses authors subjected the data to PLS-SEM model for green human resource management and organizational sustainability. A consistent PLS bootstrapping algorithm, a resampling technique to test the path coefficients in a reflective PLS-SEM applied (Dijkstra and Heneseler, 2015). Using the structural model metrics including direction coefficients, coefficient of determinations (R 2 ), impact size (f 2 ), and predictive validity (Q 2 were assed (Hair et al., 2017). The R 2 is the model's total statistical accuracy (Hair et al., 2014). The Table 5 the R 2 values from PLS-SEM analysis, show a high R 2 (0.08) for employee eco-friendly behaviour, (0.309) for employee environment friend response (0.366) for organizational sustainability, indicating high predictive accuracy Cohen (1988) recommends R 2 values of 0.26 (large), 0.13 (medium), and 0.02 (small). The effect size (f 2 ) is measured to assess if the missing construct had a significant impact on the endogenous variable (Hair et al., 2017). Green human resource management (f 2 =0.087) and employee eco- friendly behaviour (f 2 =0.141) has a small impact on employee eco-friendly behaviour and organizational sustainability. However, Employee environmental friendly response has a moderate effect on corporate sustainability (f 2 =0.161). The employee eco-friendly behaviour (f 2 =0.462) has a large effect and statistically significantly impacts Employee environmental friendly response(Table 6). The values are according to Cohen (1988) are 0.02, 0.15, and 0.35 indicating small, medium, and large impact sizes, respectively. Table 6: Impact size (f 2 ) results Predictor variable Target variable f 2 Effect size GHRM EEFB 0.087 Small EEFB EEFR 0.412 Large EEFB Organizational sustainability 0.141 Small EEFR Organizational sustainability 0.163 Moderate The bootstrapping strategy (8,000 subsamples, with one-tailed significance) was applied to approximate the statistical importance of the parameter. The results in Table 7, green human resource management (H1, O=0.313, t=4.4868, p=0.000) positively associated with employee eco-friendly behaviour (EEFB). The employee environmental friendly response (EEFR) is statistically significantly influenced by (H2) employee eco-friendly behaviour. The EEFB and EEFR were positively associated with organizational sustainability (H3 and H4, O=0.331, t=3.807, p=0.000, O=0.387, t=4.571, p=0.000). The results from the mediation model to test the hypothesis (H5) indicate that employee eco-friendly behaviour positively impacts the GHRM and employee environmental friendly response. The indirect effects observation indicates that GHRM (O=0.157, t=3.555, p=0.000) have statistically significant indirect effects on employee environmental friendly response by employee eco-friendly behaviour, and H5 was endorsed. Employee eco-friendly behaviour mediates the association between GHRM and Organizational sustainability (H6, O=0.101, t=2.2371, p=0.000). The employee eco-friendly behaviour and organizational sustainability (H7, O=0.223, t=3.987, p=0.000) were statistically significantly moderated by their Employee environmental friendly response. At last,the employee eco-friendly behaviour with organizational sustainability mediates between GHRM and employee environmental friendly response (H8, =0.091, t=3.365, p=0.000 (Table 7). 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 36 Global Journal of Management and Business Research Volume XXII Issue IV Version I Year 2022 ( ) A © 2022 Global Journals Table 5: