THE IMPACT OF GREEN HRM ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: WITH THE MEDIATING ROLES OF ORGANIZATIONAL IDENTIFICATION, JOB SATISFACTION, AND GREEN CULTURE, AND THE MODERATING ROLE OF GREEN VALUES

Abstract

The impact of Green Human Resource Management (Green HRM/GHRM) on Green Organizational Citizenship Behavior (GOCB) has been widely examined and evaluated in this study, with specific emphasis on the mediating roles, with the inclusion of Organizational Identification (OI), Job Satisfaction (JS), and Green Culture (GC), and specifically the moderating role of Green Values (GV). Using a quantitative research design grounded in Social Identity Theory (SIT), Self-Determination Theory (SDT), and Conservation of Resources Theory, data were collected from a sample of multiple employees from various organizations that have formally adopted and accepted sustainability-oriented HR practices and values. The study deployed Partial Least Squares Structural Equation Modeling (PLS-SEM) using SmartPLS 4, with bootstrapping five thousand resamples for significance testing. The major variance in GOCB, confirming the model's strong predictive relevance, has been vibrantly explained by the structural model. The significance of the direct effect of GHRM on GOCB was highlighted. Both OI and JS particularly mediated the GHRM–GOCB relationship, while the indirect path through GC seemed to be almost insignificant. With respect to moderation, only the GV × JS interaction was significant, whereas the GV × OI and GV × GC interactions were not statistically significant. With the help of Cronbach's alpha values and AVE values, construct reliability and validity were specified. Significant theoretical and practical implications have been offered and displayed by these findings for the further promotion and advertisement of sustainable HRM scholarship and organizational sustainability practice.