IMPACT OF GREEN HUMAN RESOURCE MANAGEMENT PRACTICES ON SUSTAINABLE ORGANIZATIONAL PERFORMANCE: EVIDENCE FROM PAKISTANI MANUFACTURING INDUSTRIES

Abstract

Due to increase in environmental issues organizations are taking keen interest to initiate green objectives. Manufacturing sector is one of the main sectors contributing towards economically as well as major source of pollution as well. Organizations need to initiate green policies because increasing pressure from stakeholders, and customers are willing to pay more for ecofriendly products and services. Increase in pollution and environmental issues are one of the negligence of human behavior. Previously organizations overlooked importance and significance of human resource now organizations realized importance of human resources and want to hire those professionals who have awareness and knowledge of environmental issues and how to attain competitive advantage and sustainable organizational performance. Sustainable performance deals with financial matters, wellbeing of stakeholders and reducing environmental issues. Purpose of this study is to find the relationship between green human resource management practices and sustainable performance. For this purpose self-administered questionnaire was distributed. Population of the study was manufacturing sector in KP state Pakistan. Data of the study was cross-sectional. Sample was selected using snow ball technique. Correlation and regression analysis were run to test hypotheses. Results indicate GRS and green performance appraisal are positively related with sustainability while green training and development and green rewards are insignificantly related with sustainability.
Managers must raise awareness about benefits of green training and development and provide rewards to employees on achieving green objectives.