Green HRM and employees’ green behaviour: the role of environmental concern as a moderator

Purpose This study aims to examine how various green HRM practices – such as hiring, training, pay and rewards and teamwork – impact overall green behaviour by considering the mediating roles of task-related and voluntary green behaviours and the moderating effect of environmental concern. Design/methodology/approach The data for this study was collected from 398 employees of manufacturing companies in North India using purposive sampling. Structural equation modelling was employed to test the hypothesised relationships, while bootstrapping and the normal theory method were used for the mediation analysis. The Hayes Process Macro was applied for the moderation analysis. Findings The findings revealed significant relationship between green HRM practices and employees’ green behaviour with task-related and voluntary green behaviours acting as a significant mediator. Additionally, environmental concerns significantly moderate these relationships. Practical implications The study offers implications for HR managers, practitioners and policymakers, highlighting the importance of incorporating environmental aspects when framing their policies. Integrating various green HRM practices is essential to create environmental responsibility within the organisation. Originality/value Research on Green HRM and employee behaviour is in its nascent stage in developing countries like India, particularly within the manufacturing sector.