Green HRM and Employee Engagement: Exploring the Link Between Eco-Friendly HR Practices and Sustainable Work force Commitment

Abstract

Green Human Resource Management (Green HRM) as a concept advanced as a strategic approach to implementing an environmental management culture in organizations and engaging employees in environmental management practices. This paper explores the relationship between Green HRM and Employee Engagement with emphasis on mediating effect of Job Satisfaction and the moderating influence of Organizational Environmental Policies. This study designed quantitative research where data was obtained from employees who work in manufacturing, banking, healthcare, and technology sectors to establish ways through which sustainability driven HRM practices affect the employees’ commitment levels. These findings support the Green HRM’s effect on Employee Engagement with mediation by Job Satisfaction indicating that employees assigned to organizations that promote environmental sustainability report higher job satisfaction levels thus high engagement. However, Organizational Environmental Policies positively interact with this relationship such that well developed policies enhance the relationship between Green HRM and engagement. In the same perspective, tech-based industries as well as the banking industry are found to have higher Green HRM spread and EE level but their manufacturing and the healthcare face some level of problem due to operational challenges and other priorities. Further, mid-careerists (6-10 years of experience) were most engaged, meaning that the career stage affects the levels of engagement of employees to Green HRM. The results corroborate the RBV and SET proposing that talent management is a source of competitive advantage and claiming that sustainability-driven HRM practices can enhance the commitment of the workforce and OCBs. The study has implications for future research and practical application for the HR managers and policymakers emphasizing on the importance of genuine sustainability integration, the engagement of employees in green initiatives and the customized strategies according to industry type. Future studies should consider prospective research designs to capture changes in the contact between Green HRM and employee engagement in the various organisational settings.

Keywords: Green HRM, Employee Engagement, Job Satisfaction, Organizational Environmental Policies, Sustainability, Workforce Commitment, Human Resource Management, Corporate Social Responsibility, Sustainable HR Practices, Employee Motivation.