Investigating the Relationship between HRM Practices and Employee Green Behaviour

Abstract

This study investigated the relationship between HRM practices and employee green behavior. Primary data obtained by close-ended questionnaire based on 7-point Likert scale. 109 questionnaires distributed among managers and non-managers working in private banks of Sindh, Pakistan, out of which 100 questionnaires considered fit for data analysis and interpretation. Data obtained through snow-ball sampling and data analysis and interpretation were done by Statistical Package for Social Sciences (SPSS) and Partial Least Square-Structural Equation Modelling (PLS-SEM). The overall study was based on eight research objectives which were accomplished by developing and testing eight hypotheses. Since, three hypotheses tested negative and insignificant. However, remaining five hypotheses tested positive and significant. Recruitment & selection tested positive and significant with task related employee green behavior and pro-active employee green behavior. However, training & development tested positive and significant with pro-active employee green behavior and negative and insignificant with task related employee green behavior. Similarly, performance appraisal tested positive and significant with pro-active employee green behavior and negative and insignificant with task related employee green behavior. Likewise, compensation tested positive and significant with pro-active employee green behavior and negative and insignificant with task related employee green behavior.