Green Human Resource Management Practices and Environmental Performance: The Mediating Effect of Organizational Culture

Document Type : Research Paper

Authors

1 Department of Business Administration, Precious Cornerstone University, Ibadan, Nigeria

2 Department of Business Studies, landmark University

3 Department of Business studies, Landmark university

4 Department of Business Administration and Marketing, Redeemer University, Ede.

5 Department of Business Administration, Bowen University

10.22059/ijms.2024.343182.675108

Abstract

The study investigates the mediating effect of organizational culture (OC) on the relationship between green human resource management (GHRM) practices and environmental performance (EP). A survey of 323 manufacturing industry employees in selected food and beverage companies in Southwest Nigeria was conducted. Structural equation modeling (SEM) was employed to analyze the data using STATA version 15. The findings showed that EP is positively related to GHRM practices (green recruitment and selection, green career development, green performance appraisal, green reward system, and green participation) and OC. However, the relationship between EP and green recruitment and selection, green career development, and OC was significant while the relationship between EP and green performance appraisal, green reward system, and green participation were not significant. The study further reveals that OC only mediates the relationship between EP and the green reward system, green recruitment, and selection. Implementation of these findings will help to reduce environmental threats.

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Interdisciplinary Journal of Management Studies (Formerly known as Iranian Journal of Management Studies)

Articles in Press, Accepted Manuscript
Available Online from 18 February 2024

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