Driving Organizational Sustainability through Green Human Resource Management Practices: An Empirical Study of IT Firms

Abstract

In contemporary times, the advancement of Green HRM practices to accelerate environmental performance has emerged concern for Organizations. This research investigates the concept of Green HRM Practices through the lens of sustainable business solutions to build green business models in the IT industry. Organizational Changes mitigating the directions on environmental green initiatives, sustainability factors that lead to transition in regional, national, and international development to enhance their commitment and engagement, which highlight their satisfaction in achieving a greener world. Empirical evidence proved the positive impact of Green HRM Practices (GHRMP) on prospective employees with the selective HRM Practices, including Green Selection and Recruitment (GRS), Green Training and Development (GTD), Green Performance Management System (GPMS), Green Compensation and Rewards Management System (GCMS), and Green Employee Relations (GER).  The combination of the Ability Motivation Opportunity (AMO) theory enables this study to highlight key practices in growing Sustainable HRM Practices, along with identified elements in the IT Industries.    This research examines the repercussions of Green HRM Practices that affect Organization Sustainability (OS) through Employee Perception and Awareness (EPA) as a moderator, which changes in employees' behaviour, Job Satisfaction (JS), and Employee Engagement (EE) as potential mediators. The research framework is established with the defined variables involved in the study, and the results proved Cronbach's alpha measurements for reliability analysis, and supported the results through a non-parametric test. Employee Perception and Awareness (EPA) served as a major factor in establishing Organizational Sustainability (OS) and employee Job Satisfaction. The positive relationship between Employee Engagement (EE) creates sustainability outcomes in organizations to lead to higher Job Satisfaction of employees. The study reveals that Green HRM Practices, including the factors of the best HRM Practices that positively influence the Organization's Sustainability in the IT Industries. The research proved the positive and significant impact of Job Satisfaction and Employee Engagement that equipping the sustainability improvement of the employees. The results also affirm that Employee Perception and Awareness contribute to the sustainability of the organization effectively. The employees and the HR Professional are cultivating the Green HRM Practices and contributing to the sustainable development of the Organization.