Impact of Green Human Resource Management Practices on Firm’s Environmental Performance

Abstract

The purpose of this study is to examine the mediating effect of Pro-Environmental Behavior and moderating effect of corporate social responsibility on the relationship of GHRM practices (Green Recruitment and Selection, Green Training and Development, Green Performance Management and Appraisal, Green Reward and Compensation and Green Employee Empowerment) and Firm’s Environmental Performance. The survey includes data from 259 employees of “Textile” and “Paper and Board” industries. Fifteen hypotheses were tested based on the constructed model. SPSS and Warp PLS software were used to analyze the hypothesis and to run multiple statistical tests. This study finds that GHRM practices such Green Recruitment and Selection, Green Performance Management and Appraisal, Green Reward and Compensation, Green Training and Development and Green Employee Empowerment are the significant predictors of Firm’s Environmental Performance. Results also confirm that Pro Environmental Behavior mediates the relationship between Green practices and Firm’s Green Performance whereas CSR does not play the role of moderator.