Literature review

Organization for becoming competitive has been moving towards pro-environmental behaviors
and activities in order to survive nowadays. A relationship between transformational leadership
and pro-environmental conduct, as well as other elements mentioned in the introduction, was
suggested by the literature review. Many organization are also adapting green human resource
management in order to make green behaviors implacable. Hence this study highlight the
positive relationship between GHRM and pro-environmental behaviors. Also green human
resource management to be considered under this study. GHRM basically refers one way to
manage the environment mostly in the organization. Also to develop the operations of the
business, businesses need to engage human resource in pro-environmental behaviors
(ROBERTSON, 2013). Green human resources include such human resource practices which
have alignment with green objectives of the environment. For the human resource practices, the
green HRM implications are considered very useful in order to have sustainable practices by the
organizations. Pro-environmental behaviors facilitates the firm to become environmental stable.
As green human resource management and behavioral HRM influence such behaviors and
attitudes of the employees which are needed in the workplace. Changing global environment has
led many of the organization to adopt the pro-environmental practices and activities in order to
become green. In organizations green activities are initiated by the available human resources as
they lay essential roles for such activities (Megan J. Bissing-Olson, 2013). The activities which
are green and done by the human resource management is basically known as green human
resources management, which is the main sources to enhance the green environment outcomes
and objectives. Financial performance of the organization, supply management and better
environmental organization performances are enhance under the green human resource
management. Traditional human resource management comprises of policies and practices that
are designed for the better employee performance. Whereas, green human resource management
deals with the selection and development of such employees who has awareness about eco-
friendly environment. Many researches have become interested to study about the green or pro-
environmental employee’s behavior because of the growing local and global climate issues,
pollution and scarcity of natural resources. Due to the traditional organizational practices which
is causing many problems for the world in terms of air pollution, land pollution, and water
pollution. Similarly there is some connection between pro-environmental behaviors and pro-
environmental behavior. Pro-environmental behaviors are basically internal motivation of the
employees, which leads them towards the sustainable behaviors and this is subjective in nature
because of being emotional, emotionally involved and environmental concerned. Pro-
environmental behaviors are positively influenced by the personal attachment of employee with
organization also, through the personal attachment employees will exhibit pro-environmental
behaviors.

H1: Green human resource management positively influence pro-environmental behaviors.

Pro environmental behavior

The organization is made up of its employees. Employees who exhibit pro-environmental
behaviors are necessary for an organization to be environmentally sustainable. Employees should
participate in activities that support the preservation of the natural environment if they want to be
considered pro-environment. Human activities directly contribute with the global challenges
occurred through the organizations, because emission of greenhouse gases are occurring by
human activities in the organization. But all the initiatives ultimately depend on the pro-
environmental behaviors of the employee. Pro-environmental behaviors are also exploring the
effect of organizational sustainability program. It is also discussed that human resource
management behavioral literature would might affect the psychological factor of employees
rather than the direct outcomes. The deeds could range from minor ones, like not tossing trash
anywhere within the company, to major ones, like coming up with inventive ways to recycle
plastic. The pro-environmental behaviors can also be affected by the intrinsic motivation,
different behaviors and characteristics, and other personal values, and also pro-environmental
behaviors can vary over the time based on the different situations they are facing in the
organization. Pro-environment personnel are the most essential component for businesses that
strive to be environmentally responsible.

Green transformational leadership

To reduce the carbon footprints in order to have the sustainable practices organizations are
motivating their employees to show the positive environmental practices. This study also
introduce pro-active green behavior which are the initiatives of the employees to engage
environmental friendly behaviors. If a leader wants to inspire his team members to follow them,
he must possess a high level of charisma. This management technique is frequently used to
implant any habit in the workforce, such as policy compliance, creative problem-solving, or
productive work. Similarly, transformational leadership may be a potent instrument for
predicting whether an employee would engage in pro-environmental action or not. According to
the previous study, there is a significant association between the two variables. By inspiring and
motivating the team by their own pro-environmental acts, transformational leaders can help their
team members develop pro-environmental behavior. Also green transformational leadership
through charismatic personality inspire and motivate employees to adopt the behavior which are
in favor of environment.

H2: Green transformational leadership positively influence on the pro-environmental

behaviors.

Green human resource management

The integration of environmentally friendly methods and procedures into conventional human
resources management is known as green human resource management. Such a system is crucial
for firms to have if they want their staff to think and act in an environmentally friendly manner.
It includes a wide range of components, including green training and development, green
rewards, and green pay. Firms can develop a cutting-edge green human resources management in
the business by taking the environment into consideration in every part of human resource
management.

The effective human resource management strategy can lead organization to the positive
outcomes like organizational commitment, and green commitment at work, as it motivates
employees to change this mind-set, values and norms for the green culture and values. Under this
green training can also be given to the employees’ as such green trainings facilitates employees
to build their green competencies (JENNY DUMONT, 2017). And also green commitment helps
to provide environmental responsible behaviors of the employees. As organizations need to have
proper way to implement green performance management. Organizations are considered main
contributors in climate change and creating the pollution behaviors like recycling and waste
reduction. Behaviors can help to encourage the pro-environmental behaviors. But they need
some triggers to the employees for such behaviors which can be done by the organizational
leader.

Green transformational leadership is related with the theory of leadership and how leader can
make his followers to follow the green environmental behaviors. The environmental behaviors
lead the overall performance of the organization towards the enhancement under the green
transformational leadership and green human resource management (BARLING, 2013). The
study will also focus on the relationship between green transformational leadership and pro-
environmental behaviors, green transformational leadership and green human resources
management, green human resource management and pro environmental behaviors, and
environmental knowledge as the moderator between the link of green human resource
management and pro-environmental behaviors.

The link between transformational leadership and environmentally friendly actions is mediated
by green human resource management. Meaning that effective systems like green human
resource management that assist both leaders and employees in achieving the goal, such as
transformational leadership centered on people exerting pro-environmental behavior, can be
more successful. Employees will be aware of what is expected of them in terms of pro-
environmental behavior and will know how to carry out such behaviors within the business when
there is a green human resources management system in place.

H3: A green human resource management system mediates the link between
transformational leadership and pro-environmental employee behavior.

Environmental knowledge
Environmental knowledge is the awareness of environmental problems and suitable remedies for
those problems, as well as the understanding of the benefits of adopting environmentally friendly
habits and the drawbacks of doing otherwise.

Only when employees have appropriate understanding about it will they be more willing to work
for and think about a sustainable environment. Although transformational leadership can
encourage pro-environmental behavior, this link will be stronger when staff members are
knowledgeable about the subject.
H4: The relationship between transformational leadership and pro-environmental
behaviors is moderated by environmental knowledge.

Therefore, following a thorough analysis of the literature, we can conclude that there is a link
between transformational leadership and pro-environmental conduct, which is mediated by green
human resource management, and moderated by environmental knowledge.