The Effects of Green HRM on Employee Outcomes: A study on the mediating role of Job Satisfaction and Organizational Identification in Predicting Organizational Citizenship Behavior

Abstract

This research explores the intricate connections between Green Human Resource Management (GHRM), Job Satisfaction (JS), Organizational Identification (OI) and Organizational Citizenship Behavior (OCB) in professional service organizations. Drawing from a sample of 100 employees working in ISO 14001 certified firms in Pakistan, the study uses Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine a detailed framework. The findings demonstrate that GHRM significantly impacts both JS (β = 0.813, p < 0.001) and OI (β = 0.806, p < 0.001). Notably, the direct impact of GHRM on OCB was found to be insignificant (β = 0.138, p = 0.160), indicating full mediation through JS and OI. The overall effect of GHRM on OCB, including its indirect pathways, was significant (β = 0.818, p < 0.001). This research adds valuable insights to the expanding literature on sustainable HR management by shedding light on how GHRM shapes employee behaviors in professional service firms within an emerging market context. The results offer meaningful contributions to both theoretical discussions and practical applications in human resource management, organizational behavior and environmental sustainability.