Green Human Resource Management Practices and Environmental Performance The Mediating Effect of Organizational Culture

Abstract

The study investigates the mediating effect of organizational culture (OC) on the relationship between green human resource management (GHRM) practices and environmental performance (EP). A survey was conducted of 323 manufacturing industry employees in selected food and beverage companies in Southwest Nigeria. The factor loadings of the constructs are above 0.70, indicating that the elements of the construct are valid. The data were collected using a 5-point Likert scale questionnaire. Structural equation modeling (SEM) was employed to analyze the data using STATA version 15. The findings showed that EP is positively related to GHRM practices (green recruitment and selection, green career development, green performance appraisal, green reward system, and green participation) and OC. However, the relationship between EP and green recruitment and selection, green career development, and OC were significant while the relationship between EP and green performance appraisal, green reward system, and green participation was not significant. Furthermore, the mediating effect of OC reveals that OC mediates the relationship between the green reward system, green recruitment and selection, and EP but does not mediate the relationship between green career development, green performance appraisal, green participation, and EP. The mediating role of OC in terms of green recruitment and selection as well as the green reward system will help to reduce environmental threats.