Impact of Green Human Resource Management on Eco-Friendly Behavior, Organizational Commitment, and Environmental Performance of Hotel Employees in Pakistan

Abstract

The environmental aspect of human resource management is important because it influences the eco-friendly behavior of employees and the overall environmental performance of the organizations. The social identity theory explains the psychological processes and reasons for fulfilling green efforts by employees. This also forms the basis of the relationship of employees with their company and reinforces positive self-concept about their association with their company. Green Human Resource Management has least been explored especially in the context of Pakistan’s hotel industry. The current research explored the relationship of Green Human Resource Management with employees’ commitment, employees’ eco-friendly behavior, and overall organizational performance in Pakistan’s hotel industry. The hotels situated in Lahore were selected under a stratified random sampling technique and data was collected on structured questionnaires from the top, middle and lower management of these hotels. Data was analyzed by employing Partial Least Squares Structural Equation Modeling (PLS-SEM). The results showed Green Human Resource Management exerted a positive effect on Employees’ Organizational Commitment and Hotels’ Environmental Performance but did not affect Employees' Eco-friendly Behavior. Therefore, hotel management in Pakistan should look for potential candidates at the time of recruitment who cherished environmental practices. Further, a significant mediating role of employees’ eco-friendly behavior was observed to have existed directly and indirectly for the relationship between Hotels’ Environmental Performance and Green Human Resource Management. It is suggested that an appropriate reward mechanism is required to instill eco-friendly behavior in the hotel employees of Pakistan.