THE IMPACT OF GREEN HRM ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR TOWARDS ENVIRONMENT

Abstract

Purpose This study is the first of its theories and experimented with power, at the organizational level, 'Green' role. Human Resource Management (HRM) practices play a role in facilitating staff collaboration Environmental protection by taking voluntary measures ‘going the extra mile’. In this case, we take the real vision for Environmental Management (EM) as a change in the organization you need strong support from staff. This allows us to investigate the mediation role ofjoint commitment switching to environment and especially to EM in relation to the relationship between 'Green' HRM voluntary and environmentally friendly practices and behaviors. Our results indicate that 'Green' HRM practices are conducive to voluntary behavior in relation to the environment at an integrated level. In addition, the willingness of employees to support their organization in their EM is trying to mediate a bit this relationship. Furthermore, by naming three different types of'Green' HRM practices, ours the results divide its relative significance and its distinct impact on the targeted collective behavior nature. This paper therefore provides EM experts and administrators with initial evidence-based evidence guidelines on how to use 'Green' HRM to improve employees attitudes and behavior in relation to nature.Methodology & Design This research is based on causal and the general relationship of Green FIRM and employees. Data is collected throughout questionnaire from employees working in different companies. Sample size ofthe research is 384. Research Data is calculated and run through SMART PLS software for checking accuracy of hypothesis. Findings The questionnaire was distributed in a total of 348 copies in different organization in Karachi. And 336 were completed and returned on time, while 12 were not. The descriptive statistics were used to display and interpret the data collected in the Field. Limitations The ground of this study is limited to the people with the city of Karachi. This research cannot be generalized to other countries. Research conducted results shown 311 sample. Recommendations It is further recommended that upper management ought to heaitedly uphold employee involvement, as no employee involvement program will prevail without Uppei management Besides, organizations should prepare and retrain their labor force to secure earnest support. the essential abilities, technical know-how, and capabilities to set them up to paiticipate in employee involvement programs successfully.