THE ROLE OF GREEN HRM PRACTICES IN SHAPING EMPLOYEE GREEN BEHAVIORS: INSIGHTS FROM A MODERATED MEDIATION MODEL INVOLVING GREEN SELF-EFFICACY AND GREEN TRANSFORMATIONAL LEADERSHIP

Abstract

This study aims to explain how Green Human Resource Management (GHRM) practices predict Employee Green Behaviors (EGB), with a particular focus on Green Self-efficacy (GSE) as a mediating factor, and Green Transformational Leadership (GTL) as a moderator. A moderated mediation framework has been proposed based on the Social Cognitive Theory and the Theory of Planned Behavior. The data were gathered through a quantitative survey, yielding 205 valid responses from banking personnel in Pakistan. Findings affirm that GHRM has direct and indirect impacts on EGB via GSE, and that the greater the level of GTL, the stronger the indirect GHRM-EGB relationship. The results indicate the critical importance of GSE in the relationship between GHRM and EGB and reveal the possibility of increasing this effect with the help of GTL to contribute to the understanding of the role of psychological and leadership practices in achieving sustainable organizational performance. The pragmatic value to leaders and HR professionals is presented, and the study recommends that there should be a harmonious combination of GHRM practices and GTL to facilitate sustainability agendas.