THE IMPACT OF GREEN HUMAN RESOURCE MANAGEMENT ON EMPLOYEE’S OUTCOME: DOES ENVIRONMENTAL VALUESMODERATE ?

Abstract

Green Human Resource Management (GHRM) is considered as an emerging field of management that evaluate and ensure the green performance and outcomes in organizations. Based on Ability, Motivation, and Opportunity (AMO) theory, this study aims to investigate the impact of GHRM on employee’s outcome in the banking sector of UAE. In doing so, the present study introduced independent, dependent and moderating (buffering effect) variables to explain the underlying mechanisms in GHRM and its impact on employee’s outcome. This study has adopted a quantitative method, under a cross sectional survey technique. Data was gathered by structured questionnaires  via convenience sampling technique to ensure appropriate and maximum representation. . The data was analyzed through SPSS which facilitates descriptive statistics, correlation, and multiple regressions. The findings of the study  findings revealed that an organization needs to find a match or congruency between GHRM practices via intervening role of environmental values in order to achieve a positive effect on employees' outcome. The general GHRM practices show a tangible similarity between the task-related and voluntary green behavior of employees. GHRM practices should be aligned with the organization's sustainable performance, employee’s ought to understand environmental values and more involved in order to create green culture in the banking sector of UAE.