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<p>As organisations face increased environmental responsibilities, Green Human Resource Management (GHRM) practices have gained credibility being the strategic tool to link employee behavioural patterns with sustainability objectives, particularly in resource-intensive sectors like Information Technology (IT). Guided by the Ability–Motivation–Opportunity (AMO) and social exchange theory, this research attempts to explore how Green HRM practices affect Environmental Performance (EP) and Organizational Citizenship Behavior for the Environment (OCBE) with Green Passion (GP) as a mediator. Focussing on Delhi and the National Capital Region, data was collected using structured online questionnaires distributed to employees in the IT sector. A stratified sampling technique was used to ensure representation across various categories of IT organizations. In total, 510 valid responses were analysed and taken for further analysis, carried out by Structural Equation Modeling (SEM) using AMOS 25.0 and mediation testing via the PROCESS Macro extension of SPSS 26.0. The findings suggest that with the exception of Green Empowerment and Participation, all of GHRM dimensional aspects had significantly positive effects on OCBE and EP. Additionally, Green Passion substantially strengthen the link between GHRM practices and both environmental outcomes. This work highlights the need to establish green passion among employees and consider GHRM as a multi-dimensional, higher-order construct to stimulate environmental performance. Practical suggestions are offered for integrating sustainability into organisational HRM strategies.</p>

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Mediating effect of green passion in linking HRM practices with environmental citizenship and performance

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2025年9月29日

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  • Abhinav Pal,
  • Jyoti Chauhan,
  • Kanishka Gupta,
  • Harpuneet Singh Kohli,
  • Dolly Gaur

摘要

As organisations face increased environmental responsibilities, Green Human Resource Management (GHRM) practices have gained credibility being the strategic tool to link employee behavioural patterns with sustainability objectives, particularly in resource-intensive sectors like Information Technology (IT). Guided by the Ability–Motivation–Opportunity (AMO) and social exchange theory, this research attempts to explore how Green HRM practices affect Environmental Performance (EP) and Organizational Citizenship Behavior for the Environment (OCBE) with Green Passion (GP) as a mediator. Focussing on Delhi and the National Capital Region, data was collected using structured online questionnaires distributed to employees in the IT sector. A stratified sampling technique was used to ensure representation across various categories of IT organizations. In total, 510 valid responses were analysed and taken for further analysis, carried out by Structural Equation Modeling (SEM) using AMOS 25.0 and mediation testing via the PROCESS Macro extension of SPSS 26.0. The findings suggest that with the exception of Green Empowerment and Participation, all of GHRM dimensional aspects had significantly positive effects on OCBE and EP. Additionally, Green Passion substantially strengthen the link between GHRM practices and both environmental outcomes. This work highlights the need to establish green passion among employees and consider GHRM as a multi-dimensional, higher-order construct to stimulate environmental performance. Practical suggestions are offered for integrating sustainability into organisational HRM strategies.