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

organizational sustainability (H4), and this finding is in line with reported research of (Stanwick & Stanwick, 1998); The employees realize their responsibilities toward organizational sustainability to achieve environmental, economic, and social performance. The overall organizational sustainability, organizational practices, with a green emphasison employees are critical to achieving long-term organizational sustainability. The organizations now look toward the growth that equally favors the economic, environmental, and social dimensions. The outcome of this empirical study indicated that employee eco-friendly behaviour is a significant mediator between GHRM and employee environmental friendly response to promote organizational sustainability (H5 and H6). The employee’s eco-friendly behaviour promotes green practices and environmental responsibility culture in the workplaces of information technology. This includes water conservation, reducing carbon footprints, recycling the natural reserves, a paperless environment, less usage of plastic, and reduced wastage (Scherbaum et al., 2008). The supported finding H7 indicates that employee environmental friendly response is a positive moderator among employee eco-friendly behaviour and organizational sustainability. This result confirms the earlier findings of (Baker et al., 2014), that responsible employees are actively involved in environmental and social issues and the conservation of resources to promote the culture of sustainable development. Umrani et al. (2020), opined that environmentally friendly responsibility and environmental performance are positively associated. The employee eco-friendly behaviour is statistically significant and a mediator between GHRM, employee environmental friendly response and influences organizational sustainability (H8). This result confirms the findings of (Nortan et al., 2014), that organizations are implementing sustainability strategies to promote environmentally friendly behaviour. If employees are concerned with environmental problems, the employee contribute through environmental skills, abilities, and behaviours and have organizational citizenship behaviour (Kim et al., 2019). Employee eco- friendly behaviour is an upcoming area of research. This behaviour promotes the willingness or behaviour exhibited by an employee that protects the environment from the negative effect of human activities (Saeed et al., 2019). Organizational sustainability is measured in social, economic and environmental aspects (Gardberg & Fombrun, 2006). VI. C ontribution to the new T heories This research contributes to the academic conversation on GHRM and corporate sustainability in several ways, there is a strong association between GHRM and employee environmental stewardship and organizational sustainability. The outcomes of this study add to the knowledge of how employees achieve organizational sustainability by using GHRM principles. Employee eco-friendly behaviour was used as a potential mediator between GHRM and organizational sustainability in this study. The study reports that employee environmental responsibility is a critical driving force for supporting GHRM practices and organizational sustainability, this study adds paradox theory to this line through achieving environmental, economic, and social performance. Evaluating GHRM and organizational sustainability through the mediating role of employee eco-friendly behaviour and the moderating effect of employee environmental friendly response promotes sustainability in the organization. VII. P ractical I mplications The empirical data from our study reveals that organizations that include organizational sustainability as part of their strategic goals and use GHRM to address and accomplish such goals will only exist within the organization and in people's minds. As a result, a virtuous circle will emerge in which participants in the GHRM program engage in creative conversation, generate fresh ideas, and respect the views of others. Such trends will help a business reach its objectives more effectively and efficiently. Second, our findings can assist researchers to focus their efforts on establishing organisational sustainability through environmental responsibility and environmentally friendly employee behaviour. According to our findings, GHRM practices will aid in the development of eco-friendly behaviour among employees, resulting in the achievement of organizational sustainability goals. Finally, the current study emphasizes the importance of environmentally conscious behaviour and environmental stewardship. Current research, on the other hand, has positioned GHRM as a direct contributor to environmentally conscious behaviour and an indirect contributor to environmental stewardship. Finally, the current study gives managers insight into how to build GHRM practices that encourage eco-friendly behaviour and environmental stewardship, which leads to the accomplishment of business sustainability goals. VIII. L imitations and F uture R esearch Though study has applied several statistical methods do have some limitations, and can provide an insight for future studies the findings and the data collected are from a single industry, the information technology. Therefore, we encourage future researchers will revisit the model tested in this study by gathering data from multiple sources at different time of intervals. The reported empirical study was conducted in the 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 38 Global Journal of Management and Business Research Volume XXII Issue IV Version I Year 2022 ( ) A © 2022 Global Journals