Effect of Green Human Resource Management on Green Performance: The Mediating Role of Green Human Capital in the Telecom Sector of Pakistan

Abstract

The increasing ecological pressures have made Green Human Resource Management (GHRM) more critical than ever. Amongst other industries, “The Telecom Sector within Pakistan can be identified as having a burning need to understand how GHRM contributes to Organizational Sustainability, given its high energy consumption and electronic waste characteristics. The aim of this research is to identify the impact of GHRM on green performance and green human capital as the critical mediator. Using the Resource Based View (RBV) and Ability Motivation Opportunity (AMO) conceptualizes GHRM as a GHRM constituent that endows the organization with a valuable green intangible strategic asset, eco-capital. It’s defined as an outcome of green human capital transformative GHRM initiatives and efforts. This research adopts a quantitative design and distributes a structured Likert-scale questionnaire to employees at the top telecommunication firms within Pakistan. Partial Least Squares Structural Equation Modeling (PLS-SEM) verified the eco-capital theory. HR systems designed to enhance recruitment, training, performance appraisal, and rewards systems deployment for environmental sustainability purposes improve retention and turnover of green human capital, with GHC GHRM eco-capital. The results of the research enhance the body of knowledge by GHRM empirics as a resource orchestration for sustainability and GHRM operationalized as a GHRM for practical integration for telecom managers for a human capital investment on green startups innovation.