The Relationship between Green Human Resource Management Practices and Organizational Citizenship Behavior

Abstract

In an era of green environmental awareness, Green Human Resources Management (GHRM) uses human resources management practices to support green environmental functions. It embraces green environmental concerns by applying human resources initiatives to generate high performance and better efficiency in operations. Although the literature on GHRM is growing, a few studies investigated to what extent green innovative culture (GIC) moderates the relationship between green human resources management practices and organizational citizenship behavior towards the environment (OCBE). To address this research gap, the authors tested a new conceptual framework investigating the direct and interactive effects of GHRM practices and GIC on OCBE. A quantitative study uses a survey from a 174 convenient sample of employees selected from a manufacturing firm operating in Egypt. The research results revealed that (1) GHRM practices are crucial for encouraging employees to engage in green activities, in addition (2) there is a significant positive effect of GHRM practices on OCBE, while on the other hand, (3) the interaction of GHRM and GIC can foster employees’ engagement in OCBE. The research significance lies in identifying and validating the GHRM practices applied in the manufacturing firm, as it advances the previous studies by developing a research model that offers critical insights on how manufacturing organizations working in industrial and agricultural packaging solutions could strategically link their GHRM practices and green innovative culture to support their OCBE in creating a competitive advantage in the market.