GREEN HUMAN RESOURCE MANAGEMENT AND EMPLOYEE PRO-ENVIRONMENTAL BEHAVIOR: THE MEDIATING ROLE OF ORGANIZATIONAL SUSTAINABILITY COMMITMENT
DOI:
https://doi.org/10.35120/sciencej0503323pKeywords:
green human resource management, organizational sustainability, employee commitment, pro-environmental behavior, green behaviorAbstract
Environmental sustainability increasingly depends not only on formal organizational policies but also on employees' willingness to translate these policies into everyday workplace behavior. This study examines the relationship between perceived Green Human Resource Management (GHRM) and Employee Pro-Environmental Behavior (EPEB), focusing on Employee Commitment to Organizational Sustainability (ECOS) as a mediating mechanism. Data were collected through a structured questionnaire from 147 employees working in organizations in North Macedonia. The constructs were assessed using five-point scales adapted from established GHRM, organizational commitment, and workplace pro-environmental behavior literature. Reliability analysis, Pearson correlation, regression, and bootstrapped mediation analysis were applied. The results indicate that GHRM positively predicts ECOS and is positively associated with EPEB. ECOS is also a significant predictor of EPEB. When ECOS is introduced into the model, the direct effect of GHRM on EPEB becomes non-significant, while the indirect effect remains significant. The findings suggest that green HR practices are more likely to translate into pro-environmental workplace behavior when employees develop commitment to their organization's environmental sustainability objectives. The study highlights the importance of moving beyond the formal implementation of green HR practices toward strengthening employees' involvement in and commitment to organizational sustainability.
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