Student: Aigerim Kalenova (22232500)

Major: Sustainability Management masters student

Assignment 6
Article title: Green human resource management and employees pro-environmental
behaviours: Examining the underlying mechanism
Authors: Nabeel Younus Ansari, Muhammad Farrukh, Ali Raza
Journal name: Corporate Social Responsibility and Environmental Management (SSCI)

Literature review and hypothesis development

H1. Green human resources management (GHRM) positively influence

employee Pro Environmental Behaviors (PEBs).
The rise of environmental sustainability as a crucial goal for organizations has
prompted companies to pursue strategies ensuring environmentally sustainable
business operations. Employee involvement in Pro-Environmental Behaviors (PEBs)
has become extremely important in achieving sustainability objectives. PEBs refer to
various actions promoting environmental responsibility, such as saving energy and
reducing waste, and are crucial for guiding companies towards achieving sustainability
objectives (Cheema, Afsar, & Javed, 2019; Saeed et al., 2019). Actions, like conserving
energy or minimizing waste, are seen as essential unpaid contributions by employees
that benefit the organization's overall welfare (Ramus & Killmer, 2007). Scholars
highlight the crucial role of PEBs in improving both a company's environmental
performance and financial outcomes, while also increasing employee job satisfaction
(Norton, Zacher, & Ashkanasy, 2014).
The literature highlights the influence of Behavioral Human Resource
Management (HRM) on employee attitudes and behaviors (Becker & Huselid, 2006;
Nishii, Lepak, & Schneider, 2008). Green Human Resource Management (GHRM)
practices play a vital role in promoting pro environmental attitudes among employees,
encouraging responsible behaviors and fostering participation in environmentally
friendly activities (Cherian & Jacob, 2012; Činc ˇera & Krajhanzl, 2013). These practices
encompass setting eco-friendly goals, planning environmental initiatives, providing
training on environmental management and offering incentives for environmentally
conscious performance (Tseng, Tan, & Siriban Manalang, 2013). GHRM creates an
environment that aligns employees’ actions with the organization's green policies and
motivates active involvement in green initiatives, thereby positively impacting workplace
PEBs (Dumont et al., 2017). Overall, the research findings highlight the substantial
impact of GHRM practices in fostering employee engagement in pro environmental
behaviors and ultimately supporting the organization's efforts towards environmental
sustainability.

H2. Green human resources management (GHRM) positively impacts the

employee's green commitment (GC).
The hypothesis presented in this discussion is built upon various ideas found in
the existing Human Resource Management (HRM) literature. According to Saeed et al.
(2019), HRM policies have a significant impact on organizational performance, primarily
through influencing employee attitudes and behaviors. More specifically, implementing
Green HRM (GHRM) practices helps foster responsible behavior, positive attitudes and
a strong commitment among employees towards environmental concerns.
Furthermore, Social Identity Theory suggests that individuals tend to
demonstrate stronger dedication to respected social groups and companies as it boosts
their self-esteem.
Empirical evidence provided by Roscoe et al. (2019), Pham et al. (2019) and Ren
et al. (2018) supports the relationship between GHRM practices, understanding of
environmental policies, knowledge sharing within organizations organizational culture
and their positive influence on employee commitment toward green initiatives. Thus
leading to the formulation of Hypothesis 2.

H3. Green commitment of the employees positively affects employees' pro-

environmental behaviour.
The theoretical foundation supporting this hypothesis builds upon the
understanding of employee commitment and its alignment with organizational goals.
Afsar, Al Ghazali, & Umrani (2020) emphasize that committed employees align their
ambitions and interests with the goals set by their organization. Kim et al. (2019)
expand on this idea, suggesting that commitment to causes like environmental
preservation is dependent on an individual's psychological attachment, incorporation of
organizational values and a sense of responsibility towards the cause. Montabon,
Pagell, & Wu (2016) define employees’ emotional attachment and identification with
environmental concerns in the workplace as "GC" (Green Commitment). Importantly, a
strong GC motivates employees to prioritize pro environmental issues in their day-to-
day activities such as recycling, energy conservation, switching off extra lights, as
highlighted by Afsar & Umrani (2020).
Vallaster (2017) further supports this by suggesting that employee commitment to
the environment fosters eco-friendly ideas, waste management solutions and care for
the natural environment.

H4. The relationship between Green human resources management

(GHRM) and Pro Environmental Behaviors (PEBs) is mediated by green
commitment.
The theories and evidences supporting this hypothesis come from various
studies in Human Resource Management (HRM) and environmental psychology
According to Boxall, Guthrie, & Paauwe (2016), HRM has a significant impact on
employee attitudes and behaviors through socio psychological and motivational
processes. Moreover, research by Katou, Budhwar, & Patel (2014) and Wright et al.
(2013) suggests that effective HRM strategies can greatly influence employee outcomes
in the workplace, including their commitment to the organization.
The importance of environmental management systems in shaping employee
attitudes and their commitment to environmental issues is highlighted by Perez et al.
(2009) and Jabbour, Santos, & Nagano (2008). Additionally, Pinzone et al. (2016) and
Perron, Côté, & Duffy (2006) provide further insights into how green human resource
management practices like training and rewards contribute to employees understanding
of environmental concerns and their commitment towards them.
Furthermore, various studies such as those conducted by Tuan (2018), Afsar and
Umrani (2020), among others have observed that green commitment plays a mediating
role between green human resource management practices and different outcomes for
both employees and organizations.
Based on attitude theory (Bull, 1951) and the importance of positive emotional
responses, along with the voluntary aspect of green consumption in tackling
environmental issues (Paillé et al., 2014), the hypothesis suggests that Employee
Green Commitment (GC) plays a mediating role between Green Human Resource
Management (GHRM) and Pro Environmental Behaviors (PEBs). This combination of
theoretical foundations and empirical evidence forms the basis for formulating the
hypothesis 4.