The effect of green HR practices on Employee Proactive Environmental Behavior: Evidence from the Manufacturing Setting

Abstract/Description

There is a lot of pressure on Pakistan's manufacturing industry to deal with environmental pollution like carbon dioxide emissions, toxic substances, and manufacturing waste. The release of gases is a major cause of environmental pollution, which causes more smog and small particles to be in the air. The manufacturing industry is known to produce a lot of waste, including dangerous waste that can pollute the land and water if it is not thrown away properly. Also, people who work in the manufacturing business are exposed to toxic substances like chemicals that could hurt both the environment and the people who work there. Consequently, manufacturing companies are in dire need of environmental practices to protect the environment and enhance their reputations. The implementation of green HR practices that contribute to sustainable development and mitigate environmental risks and costs is a particular approach to "going green." This study, therefore, aims to examine the implementation of green HR practices in the manufacturing industry of Pakistan and their impact on employees' proactive behavior towards environmental concerns. Proactive behavior is an intent-oriented behavior that induces employee behavior by taking proactive measures towards reducing environmental issues. A survey form was sent to about 30 manufacturing firms that were chosen. SPSS and SMART-PLS were used to look at the data. The data showed that all five parts of "green HR practices" have a big effect on how proactive employees are. The results also showed that organizational identification has a complementary role as a mediator between green HR practices and workers' actions to reduce climate effects. Moreover, it was found that proactive personality played a role as a catalyst in strengthening the effect of GHRM on employees’ proactive behavior towards environmental initiatives. The generalizability of the study's findings is though restricted to the manufacturing context of Pakistan. This is due to variations in laws and regulations, differences in company size, and variations in corporate attitude. Further studies should incorporate the other Asian context as well to examine the cumulative impacts. The discussion also encompassed the managerial implications.

Track

Management

Session Number/Theme

Session 1C: Management

Session Chair

Dr. Nyla Aleem Ansari ; Dr. Yasir Mansoor Kundi

Start Date/Time

26-5-2023 2:45 PM

End Date/Time

26-5-2023 4:45 PM

Location

MCS-3, Aman-CED, Ground Floor, Institute of Business Administration, Karachi

This document is currently not available here.

Share

COinS
 
May 26th, 2:45 PM May 26th, 4:45 PM

The effect of green HR practices on Employee Proactive Environmental Behavior: Evidence from the Manufacturing Setting

MCS-3, Aman-CED, Ground Floor, Institute of Business Administration, Karachi

There is a lot of pressure on Pakistan's manufacturing industry to deal with environmental pollution like carbon dioxide emissions, toxic substances, and manufacturing waste. The release of gases is a major cause of environmental pollution, which causes more smog and small particles to be in the air. The manufacturing industry is known to produce a lot of waste, including dangerous waste that can pollute the land and water if it is not thrown away properly. Also, people who work in the manufacturing business are exposed to toxic substances like chemicals that could hurt both the environment and the people who work there. Consequently, manufacturing companies are in dire need of environmental practices to protect the environment and enhance their reputations. The implementation of green HR practices that contribute to sustainable development and mitigate environmental risks and costs is a particular approach to "going green." This study, therefore, aims to examine the implementation of green HR practices in the manufacturing industry of Pakistan and their impact on employees' proactive behavior towards environmental concerns. Proactive behavior is an intent-oriented behavior that induces employee behavior by taking proactive measures towards reducing environmental issues. A survey form was sent to about 30 manufacturing firms that were chosen. SPSS and SMART-PLS were used to look at the data. The data showed that all five parts of "green HR practices" have a big effect on how proactive employees are. The results also showed that organizational identification has a complementary role as a mediator between green HR practices and workers' actions to reduce climate effects. Moreover, it was found that proactive personality played a role as a catalyst in strengthening the effect of GHRM on employees’ proactive behavior towards environmental initiatives. The generalizability of the study's findings is though restricted to the manufacturing context of Pakistan. This is due to variations in laws and regulations, differences in company size, and variations in corporate attitude. Further studies should incorporate the other Asian context as well to examine the cumulative impacts. The discussion also encompassed the managerial implications.