During the last decade, there has been an increasing trend in the
corporate sector giving priorities for environmental-friendly policies and
practices. Accordingly, scholars have examined the role of Green
Human Resource Management (GHRM) practices in organizational
success. However, most of these studies examined the effect of GHRM
on firm performance, and it has given little attention to understand the
role of green organizational culture (GOC) in enhancing environment
performance (EP). Thus, based upon the Ability-Motivation-Opportunity
model, this study focuses on examining the effect of GHRM on GOC
and EP. The study’s research design mainly focused on post-positivism
philosophy followed by deductive approach. Researcher used survey
method to collect data and the nature of study is cross-section as the
data collection is limited one point in time. To test the hypotheses, data
were collected from 410 employees working in the Manufacturing firms
in Sri Lanka. The findings of this study show that there is a significant
impact of GHRM on GOC and EP. Moreover, results revealed that
GOC mediates the association between GHRM and EP. The results of
this study should be explained in the light of its limitation. Theoretical
and practical implications are discussed.
During the last decade, there has been an increasing trend in the
corporate sector giving priorities for environmental-friendly policies and
practices. Accordingly, scholars have examined the role of Green
Human Resource Management (GHRM) practices in organizational
success. However, most of these studies examined the effect of GHRM
on firm performance, and it has given little attention to understand the
role of green organizational culture (GOC) in enhancing environment
performance (EP). Thus, based upon the Ability-Motivation-Opportunity
model, this study focuses on examining the effect of GHRM on GOC
and EP. The study’s research design mainly focused on post-positivism
philosophy followed by deductive approach. Researcher used survey
method to collect data and the nature of study is cross-section as the
data collection is limited one point in time. To test the hypotheses, data
were collected from 410 employees working in the Manufacturing firms
in Sri Lanka. The findings of this study show that there is a significant
impact of GHRM on GOC and EP. Moreover, results revealed that
GOC mediates the association between GHRM and EP. The results of
this study should be explained in the light of its limitation. Theoretical
and practical implications are discussed.
