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

Table 7: Hypothesis testing Construct Actual sample Sample Mean SD t-value p- value Outcome Direct effect H1:GHRM → EEFB 0.313 0.287 0.066 4.486 0.000 Supported H2:EEFB → EEFR 0.571 0.574 0.060 9.634 0.000 Supported H3:EEFB → Organisational sustainability 0.331 0.300 0.083 3.807 0.000 Supported H4:EEFR → Organisational sustainability 0.387 0.313 0.080 4.571 0.000 Supported Indirect effect H5: GHRM → EEFB → EEFR 0.157 0.196 0.049 3.555 0.000 Supported H6:GHRM → EEFB → Organisational sustainability 0.101 0.108 0.044 2.371 0.000 Supported H7:EEFB → EEFR → Organizational sustainability 0.223 0.205 0.048 3.987 0.000 Supported H8:GHRM → EEFB → EEFR → Organizational sustainability 0.091 0.090 0.021 3.365 0.000 Supported Figure 2: Strutural Equaton Model (PLS-SEM, SPSS ver 27) V. D iscussion This study investigates the association between information technology companies GHRM and environmental performance through employee eco- friendly behaviour. The GHRM effect on organizational sustainability is also assessed through mediating the role of employee eco-friendly behaviour and moderating the effect of employee environmental friendly response. H1 finding shows that GHRM has a significant impact on employee eco-friendly behaviour (EEFB) and the results are in line with the findings of Kim et al., (2019), which reported that employee eco-friendly behaviour enhanced environmental sustainability in the workplace. This means employee environmentally sustainable conduct focuses behaviours appropriate for IT companies related to energy use, water use, and waste reduction. The finding of H2 indicates that employee eco- friendly behaviour is the most robust predictor of employee environmental friendly response, and this outcome is in line with the prior research (Umrani et al., 2020; Kim et al., 2019), that reported that employee eco- friendly behaviour determinant to employee environmental friendly response and responsibility, on green activities. The employee eco-friendly behaviour allows employees to know about environmental systems, environmental conservation skills, and environmental concerns. The finding of H3 suggests that employee eco-friendly behaviour has a positive and statistically significant association with organizational sustainability at the workplace. Blok et al., 2015 reported similar results, and indicated that employee eco-friendly behaviour is an essential driving force for enhancing organizational sustainability. The employees play an important role in enhancing organizational sustainability by engaging in various eco-friendly activities (Yong et al., 2020). Employees may concentrate on resource conservation, sustainable employment, health and safety and influencing the staff members. The study reports that employee environmental friendly response has a statistically significant association with 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 37 Global Journal of Management and Business Research Volume XXII Issue IV Version I Year 2022 ( ) A © 2022 Global Journals