Abstract:
Human resource management is one of those departments in the firm which struggle to achieve the sustainability by Green HRM practices. However, higher management can face these challenges fairly and is committed and aware of the need of supportive Green HRM practices which will work to achieve competitive edge and improve firm performance [5]It states that technology which is less harmful to the environment is positively linked with the environmental performance of firm. HRM practices has been linked with operations of the firm to increase the firm contribution in the society and achieve sustainability This sector was selected as an extreme case, as current research has demonstrated that it is hard for healthcare professionals e given their organizational autonomy, and professional values - to engage in green-related behaviors, and to see their employer's support on the green cause as a driver for their job satisfaction. Implication for theory and practice are presented and discussed. To test our hypotheses, we collected data by means of a survey that was conducted within Pakistani hospitals. During the years before the research, the hospitals developed a group of environmental objectives and programs related to different environmental issues (e.g., waste management, energy efficiency, etc.). Green training programs were implemented to inform hospital professionals about environmental issues and activities, and to enable them to contribute to the hospital's ‘green ‘goals. v This paper enriches the fast growing literature on green training in two directions. First, showing that green training is associated with employee’s engagement in voluntary pro-environmental behaviors, our evidence shows this relationship is mediated by the fact that green training enacts a sense of challenge in employees, which motivates them to engage in green-oriented discretionary effort. Second, the paper shows that e diversely from other types of training - green training makes employees more satisfied with their jobs
