The Era of Environmental Sustainability: Ensuring That Sustainability Stands on Human Resource Management

Abstract

Organizations around the world are shifting from processes that exploit the environment towards environmentally friendly processes. Today, there is extreme enthusiasm among practitioners and academic researchers for green management. The fundamental factor of such enthusiasm is that people expect managers to utilize resources wisely and responsibly and make minimum use of air, water, minerals and other materials in the final product. Green management has certain significance on the normative or moral scale. A self-administered questionnaire was distributed to collect data. The G* (where* represents general stand-alone nature of this application in statistical tests across social and behavioral research) power programme suggested a minimum of 43 observations assuming a significance level of 5 per cent, the effect size of 0.15 and a statistical power of 80 per cent with five predictors (Faul, Erdfelder, Buchner, & Lang, 2009, Behavioral Research Methods, 41(4), 1149–1160). A convenience purposive sampling technique was employed. The reliability of instrument was checked through values of Cronbach’s Alpha. The normality of data was checked through the Shapiro–Wilk test. The normality plot was used to find the outlier in collected data. Andrew Hayes’s methodology was employed to investigate the moderating role in the statistical package for social sciences (SPSS) (Hayes, 2012, PROCESS: A versatile computational tool for observed variable mediation, moderation, and conditional process modeling, Lawrence, KS: University of Kansas). This study confirms the significant moderating role of green human resource management (GHRM) over the scale of the employees’ green behaviours (EGBs) and environmental sustainability. Going forward, researchers recommend more research like this, illuminating the role of GHRM activities in enhancing and perhaps even driving environmental management initiatives.