Abstract:
This study investigates the impact of Green Human Resource Management (GHRM)
practices on employee outcomes, with the moderating effect of environmental values,
focusing on selected apparel companies in the Batticaloa District of Sri Lanka. The
primary objectives of the study were to (1) identify the existing levels of GHRM
practices, environmental values, and employee outcomes (task-related and voluntarily
green behavior); (2) explore the relationship between GHRM practices, environmental
values, and employee outcomes; and (3) assess the moderating role of environmental
values in the relationship between GHRM and employee outcomes.
The study adopted a quantitative research approach. The target population consisted of
employees from three major apparel companies: Brandix Apparel Solutions Ltd, Perks
Clothing Pvt Ltd, and Lootah Garments Pvt Ltd. Using the Krejcie and Morgan sample
size determination table, a sample size of 346 was identified, and 307 valid responses
were collected through a structured questionnaire. Simple random sampiing was
employed for respondent seieclion. The questionnaire consisted of items measured on
a five-point Likert scale. The data were analyzed using SPSS 27.0, employing
descriptive statistics, cancelation analysis, and multiple regression analysis.
The findings revealed that GHRM practices particularly green training and
development, green pay and rewards, and green involvement had a significant positive
impact on employee outcomes. Furthermore, environmental values were found to
significantly moderate the relationship between GHRM practices and employee
outcomes. The study emphasizes the need for organizations to embed sustainabilityfocused
HR practices to enhance environmentally responsible behavior among
employees.
This study contributes to academic literature by integrating GHRM and environmental
psychology. From a managerial perspective, it offers practical implications for
incorporating green values into HR policies to foster sustainable employee behavior.
