THE IMPACT OF GREEN HRM AND OCB ON SUSTAINABLE PERFORMANCE: A MODERATING EFFECT OF GREEN VALUES A STUDY OF THE CAR MANUFACTURING INDUSTRY IN KARACHI,PAKISTAN

Abstract

PURPOSE The manufacturing industry contributes as a major source of environmental degradation in terms ofindustrial pollution. This abuse of the environment needs to be treated seriously and systematically through the adoption ofsustainable environmental practice. The aim ofthe current study is to examine the influence of green HRM bundles practices on Triple Bottom Lines of sustainability performance: 1. environmental, 2. economic, and 3. social performance. Moreover, the mediating role of organization citizenship behavior and moderating effect of green value would also be investigated. METHODOLOGY & DESIGN A quantitative method is applied for data collection of 218 employees working in automotive sector (Pak Suzuki Motor Company Limited (PSMCL), Toyota, Hyundai Nishat Motor (Private) Limited, A1 Haj Faw motors) of Pakistan. PLS -SEM (partial least square structural equation modeling) technique was used for data analysis. FINDINGS The result found that green HRM bundle practices (GH, GTI & GPC) and organization citizenship behavior both have significant effect on sustainable performance. Green HRM bundle practices also positively effect on organization citizenship behavior. Organization citizenship behavior partially mediated the effect, whereas green value has failed to moderate the relation between green HRM bundle practices and green creativity. The results also revealed that green HRM bundle practices have a direct effect on green creativity. This study signifies the role of green HRM practices for sustainable development of manufacturing sector. LIMITATIONS This study explored only the green outcomes in result of green HRM practices. Therefore, future studies may contribute to identifying the impact of green HRM on non-green attitudes and behaviors of employees. RECOMMENDATIONS Managers need to transform their employees into green employees for benefiting the natural environment and society as well. Therefore, they need to link the company’s strategic environmental objectives with the specific green HRM practices (GH, GTI & GPC) to gain a competitive edge.