Usman, Khaid (2025) Green Human Resource Management and Sustainability: The Mediating Roles of Green Knowledge Sharing and Employee Empowerment. [Tesi di dottorato]

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Abstract

Sustainability and environmental management are major concerns organizations are facing these days in order to comply with the United Nations’ 2030 goals for Sustainable Development. No organization can achieve any goal unless it has competent and skilled work force having the required knowledge and behaviors to achieve what the organization desires. Green human resource management (GHRM) helps to provide such activities to produce environmental friendly behaviors and skills in employees that ultimately help every organization to achieve all its desired goals and objectives. To empirically ascertain the importance of green human resource management for sustainability, this study aimed to examine the impact of green human resource management on the organizational citizenship behavior towards environment (OCBE) and green organizational commitment (GOC). Since green human resource management needs a broad mechanism that helps produce the required employee behaviors, this study also examined the mediating impact of both green knowledge sharing (GKS) and green employee empowerment (GEE) in the relationship of green human resource management and both the organizational citizenship behavior towards environment as well as green organizational commitment. This study investigated the proposed relationship on strong and robust theoretical grounds by blending the most adopted Ability Motivation Opportunity (AMO) theoretical framework with the Knowledge Based View of the firm (KBV). The study is practically executed in the less studied Higher Education Institutions (HEI’s) operating a remote part Khyber Pukhtunkhwa (KPK), Pakistan. Sample of the study consists of 284 responses received from the faculty members of the private sector HEI’s in Khyber Pakhtunkhwa, Pakistan. Data was collected using a self-administered structured questionnaire. Data was processed and analyzed using the advanced Partial Least Square Structural Equation Modeling (PLS-SEM) based technique to test the proposed direct and mediation hypothesis. Results of the data analysis empirically supported all the proposed hypothesis indicating a positive impact of green human resource management on green employee empowerment and green organizational commitment. Results also supported the hypothesis for significant mediating impact of both green knowledge sharing and green employee empowerment in the relationship between green human resource management and organizational citizenship behavior as well as green organizational commitment. Results of the study provided practical as well as theoretical contributions to existing literature. It empirically ascertained the proposed relationship using advance statistical techniques in the less 3 studied academic context from the remote areas of a developed country like Pakistan. Theoretically, it offered novel contribution by integrating both the ability, motivation, opportunity and knowledge-based view of the firm to explain the mechanism in a more detailed manner. Discussion, conclusions and limitations of the study are also discussion in the end.

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