Sustainable HR Practices as Determinants of Eco-Conscious Creativity and Conduct: Empirical Evidence from IT Sector of Twin Cities of Pakistan

Abstract

As organizations increasingly recognize the imperative to align their operations with environmental sustainability, the role of human resources (HR) practices in fostering eco-conscious creativity and conduct has become a critical area of investigation. This empirical study focuses on the Information Technology (IT) sector in the twin cities of Pakistan, aiming to understand the impact of sustainable HR practices on shaping environmentally conscious behaviors and innovative thinking among employees. The research employs a mixed-methods approach, combining quantitative surveys and qualitative interviews to gather comprehensive data from IT professionals. The study examines various dimensions of sustainable HR practices, including recruitment and selection, training and development, performance management, and employee engagement. These practices are assessed for their influence on employees' awareness, attitudes, and behaviors related to environmental sustainability. The purpose of this empirical study is to look at the link between sustainable human resource (HR) practices and eco-conscious behaviours in the information technology (IT) sector of Rawalpindi and Islamabad, Pakistan. A total of 340 people completed a closed-ended Likert scale questionnaire, allowing for a quantitative examination of the research goals. The study found a link between sustainable HR practices and eco-conscious innovation and behaviour among IT workers. To determine the degree and importance of these associations, the research performs statistical techniques such as correlation and regression. The findings emphasise the significance of including sustainability into HR policies in order to promote environmentally conscious workplace behaviours. This study adds to the expanding body of literature on sustainable human resource management and provides practical implications for organisations looking to foster environmental responsibility and innovation in their workforce. The study finishes with HR practitioner advice, implications for academics and practice, acknowledgement of study limitations, and recommendations for future research paths in the realm of sustainable HR practices and eco-conscious behaviours. The findings of this research contribute to both theoretical and practical aspects of sustainable HR management, providing insights into how specific HR practices contribute to eco-conscious creativity and conduct within the IT sector. By demonstrating a link between environmentally friendly behaviors and resilient human resource procedures that foster a harmonic balance between economic goals and ecological responsibility, the study intends to educate organizational plans and policies. The implications of the research extend to academia, offering a framework for future studies on the intersection of HR practices, environmental sustainability, and creative conduct. For practitioners, the outcomes present actionable insights to enhance HR strategies, fostering a culture of eco-consciousness and innovation within the IT sector in the twin cities of Pakistan. As organizations worldwide grapple with the challenges of sustainability, this study serves as a valuable resource in shaping HR policies that contribute to a more environmentally responsible and creative workforce