Vimala Venugopal Muthuswamy School of Business, Department of Management, King Faisal University, Al hasa 31982 Kingdom of Saudi Arabia
Email: fmuthuswamy@kfu.edu.sa

Abstract:

The study of green HRM, also known as green human resource management, is a relatively new HRM subfield that aims to promote environmentally responsible business practices. We assessed the validity of this hypothesis using empirical methods throughout the entirety of our investigation. We analyze a conceptual model that considers the effects of psychological green climate and individual green values by researching green HRM. Responses were gathered from 411 samples of the 440 employees in the food packaging industry. A hypothesis was tested based on green HRM and the belief that green behaviors on the job contribute to a green psychological climate in the workplace. Correlation analysis and research were conducted. The study's findings indicate that workers' environmental attitudes weaken the connection between workplace climate and employees' green behavior. According to the results, this was indeed the case. We hypothesized that employees of an organization with a green HRM would develop a more environmentally conscious mindset. According to the results of these studies, green human resource management impacts green workplace behavior; however, this influence manifests itself differently along social and psychological dimensions. The study's findings indicate that workers' environmental attitudes weaken the connection between workplace climate and employees' green behavior. According to the results, this was indeed the case. We hypothesized that employees of an organization with a green HRM would develop a more environmentally conscious mindset.

Keywords:Human Resource Management, psychological green climate, green HRM, employee workplace.