Study On Impact Of Green Human Resource Management On Employees

Green human resource management is an emerging concept in the business world as contemporary research delves deeper into the environmental sustainability paradigm.As organizations across the globe opt for the "going green" policies,human resource management practices have been revamped into green HR practices with the sole mission of incorporating eco-friendly initiatives and retaining the knowledge capital.Green HRM leads to preservation of planet Earth resources and reducing environmental pollution thus catering to climate change.Moreover,Green HRM also leads to increase in organizational productivity,performance,competitive advantage and achievement of sustainability goals.In the case of developing countries,green HRM research is prime focus due to industrialization and climate change.The main contents of this research constitute exploration of how the green human resource management practices effect employees which determine their performance,engagement level,satisfaction towards job and intentions to leave the job within education sector.The engagement level of employee indicates commitment towards his work and values of the organization thus contributing positively to achieve goals of organization.Within education sector,green employees contribute towards implementation of green practices so maintaining their engagement level is of utmost importance.Another important aspect related to employees is the contentment towards their job termed as job satisfaction.Employee productivity is greatly influenced by his engagement and satisfaction towards all facets of job.Therefore,the growth and productivity of an educational institute is directly proportional to employee engagement and job satisfaction of employees and current research focuses on impact of green HR practices on these variables.Moreover,a major concern for organization is the employee intention to quit also termed as Turnover intentions.A reduced performance and profitability of organization is caused by high turnover rate of employees.Considering prior studies carried out in various domains,employees involved in GHRM practices have improved engagement,satisfaction,efficacy,enthusiasm,attitude,green behaviors and sense of responsibility for sustainable use of resources.This study examines the relationship between GHRM and employee engagement,job satisfaction and turnover intentions among the employees of higher education institutes thus filling up the deficiency of research in green HRM in education sector of developing countries.Furthermore,this analysis aims to form a clear picture of the status of green HRM within the context of Pakistan.Since the study aims to assess the correlation betweenGHRM and all the dependent variables,our results indicate the degree of association between the independent and dependent variables.In order to analyze the objectives empirically,a quantitative research approach is used.The aim of this study is to analyze the impact of green HRM practices on employee engagement,job satisfaction and turnover intentions of employees working within the universities of Islamabad and Rawalpindi cities of Pakistan.Data has been collected from the universities to see the extent of application of GHRM practices in the institutes.The respondents are faculty and staff who are actively participating in green activities and our sample constitutes of 205 responses.The overall findings of the research indicate that green HRM practices have a positive impact on employee engagement and job satisfaction whereas these are negatively correlated with turnover intentions.Since this research is limited due to geographical,financial and time constraints therefore the results cannot be generalized to other parts of Pakistan.Despite its limitations this research provides quite an insight into the status of green HRM practices within the universities of twin cities.