Green Human Resource Management and Employee Performance in an Emerging Economy: Mediating Role of Job Satisfaction and Industry Type as Moderator
DOI:
https://doi.org/10.54536/ajee.v4i1.5762Keywords:
Employee Performance, GHRM, Job Satisfaction, SustainabilityAbstract
Green Human Resource Management (GHRM) has turned out to be a critical organisational strategy for managing environmental sustainability and conforming top employee performance. The purpose of this study is to analyse the relationship between Green HRM practices and employee performance in an emerging economy (Pakistan) while investigating the mediating role of job satisfaction, and the moderating role of industry type. This study has utilised a quantitative research approach to evaluate this interrelationship. The target population of this study includes employees working in different industries that implement GHRM practices. These industries include banking (service industry) and pharmaceutical and FMCG (Manufacturing industry). It ensures diversity in organisation practices and employee roles. The survey was filled by 400 respondents from these diverse industries employees. The data was analysed using Partial Least Squares-Structural Equation Modelling (PLS-SEM) analysis in SMART PLS. The findings revealed that both green recruitment and green compensation have a positive and significant impact on employee performance, whereas green performance has an insignificant impact on employee performance. Job satisfaction was also indicated to have a significant mediating role in the relationship between green compensation and employee performance and also between green performance and employee performance. Job satisfaction does not mediate the relationship between green recruitment and employee performance. Furthermore, the industry type did not have any moderating impact. The study contributes to understanding GHRM’s role in increasing employee performance, elaborating green recruitment and compensation as important drivers. Practically, it helps emerging economies to adopt tailored GHRM strategies, focusing on job satisfaction. Cross-industry findings support policy development for sustainable HR practices regardless of sectors.
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