Article2023

Promoting pro-environmental behavior among one belt one road firms’ employees through the lens of green human resource practices

Rizwana Hameed · Nabeel Rehaman · Muhammad Shoaib · Muhammad Ibtsam

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Environmental Sustainability in Business Job Satisfaction and Organizational Behavior Environmental Education and Sustainability

Abstract

BACKGROUND: The realization of the China-Pakistan Economic Corridor (CPEC) has opened up new horizons for economic development along with threats to climate change in Pakistan. It has intended to change the social and corporate landscape, which necessitates investigation regarding corporate green HRM practices and employee behaviors of the firms involved. OBJECTIVE: This study developed a theoretical framework and investigated the mediating impact of pro-environmental psychological climate (PEPC) between green human resource management (GHRM) and pro-environmental behavior (PEB) of the employees working under CPEC in Pakistan. Therefore, the core intent lies in recognizing those aspects of manipulating the pro-environmental behavior of the employees of the firms involved. METHODS: Based on the simple random sampling technique, data was collected from 388 employees using a quantitative approach. SmartPLS was used to analyze the data. RESULTS: The findings suggest that GHRM practices have an impact on organizations' pro-environmental psychological climate and employees' pro-environmental behavior. Furthermore, the pro-environmental psychological climate encourages employees to engage in environmentally friendly behaviors within Pakistani organizations working under CPEC. CONCLUSION: GHRM has proved to be a vital instrument for attaining organizational sustainability and pro-environmental behavior. The original study results are particularly valuable for employees of the firms working under CPEC as they motivate them to engage in more sustainability solutions. The study findings add to the body of GHRM practices and strategic management, and thus policymakers can better postulate, align, and exercise GHRM practices.

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2000WHY COMPANIES GO GREEN: A MODEL OF ECOLOGICAL RESPONSIVENESS.2017Partial Least Squares Structural Equation Modeling 2012Green Human Resource Management: A Review and Research Agenda*2016Effects of Green HRM Practices on Employee Workplace Green Behavior: The Role of Psychological Green Climate and Employee Green Values 2008Stakeholder Theory: Reviewing a Theory That Moves Us 2018Promoting employee's proenvironmental behavior through green human resource management practices 2019Greening the hospitality industry: How do green human resource management practices influence organizational citizenship behavior in hotels? A mixed-methods study 2019Nexus between green intellectual capital and green human resource management

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