Abstract:
Green HRM practices is the emerging concept in the HR field. Today concern for the environmental degradation is increased as people became more aware of the significance of the environmental sustainability. The minimization usage of paper work, reduction in footprints of carbon etc are becoming common practices in organization. That’s why Green HRM are starting using in the management of many organizations. There has been a lot of study done on interventions to enhance pro-environmental attitude PEB, many of which are geared towards retained employers. Green human resource management (GHRM) has been advocated as a beneficial instrument for optimizing affective commitment and pro-environmental performance. This study is on Green HRM (Green performance appraisal and rewards) and its impact on pro-environmental behavior with the mediating role of affective commitment in the banking sector of Pakistan. Islamic banks were set for this study, top 5 Islamic banks were considered and randomly five branches of each bank were chosen. The 250 was total population and sample was 156, 126 were collected from the middle line manager of the top 5 Islamic banks. We used smart PLS for data analysis and SPSS for demographical analysis. We found that there is no significant relationship between the variables and mediator except the green rewards and pro-environmental behavior. There is no mediating effect of affective commitment is observed between Green HRM practices and pro-environmental behavior.
