Green Human Resource Practices: A Sustainable Approach To Increase Employee Performance


  • Ali Junaid Khan The Islamia University of Bahawalpur, Pakistan
  • Muhammad Akbar Ali Ansari The Islamia University of Bahawalpur, Pakistan
  • Tanveer Ahmed National College of Business Administration & Economics, Lahore, Pakistan
  • Areeba Athar Malik The Islamia University of Bahawalpur, Pakistan



Green HRM, GHRM, Training, Reward, Recruitment, SMEs


The research is explanatory about Green Human Resource Management (GHRM) and its Impact on Employee Performance in Pakistan's Small Medium Enterprise sector. PLS Software has been used for statistical research analysis, discriminant validity, loading factors, average variance executor, composite reliability, predictive value, and bootstrapping value from 308 small-medium enterprises (SME) employees. Data has taken as a questionnaire through Google form. The empirical study has explained the positive relationship of Green (HRM) to Employee Performance in SME sector. The previous studies have also determined about positive relation of these variables. Recruitment, training and reward have been selected and explained in research and have clear objectives of the investigation. The results showed a positive relationship between GHRM and employee performance. The finding of this paper has several implications for government officials and policy makers of SME sector to provide the framework to support employee green behavior.

Author Biographies

Ali Junaid Khan, The Islamia University of Bahawalpur, Pakistan

Institute of Business Management & Administrative Sciences

Muhammad Akbar Ali Ansari, The Islamia University of Bahawalpur, Pakistan

Department of Commerce

Tanveer Ahmed, National College of Business Administration & Economics, Lahore, Pakistan

Department of Environmental Management

Areeba Athar Malik , The Islamia University of Bahawalpur, Pakistan

Department of Applied Psychology


Ahmad, S. (2015). Green human resource management: Policies and practices. Cogent business & management, 2(1), 1030817.

Arnett, D.B., Laverie, D.A. and McLane, C. (2002). Using job satisfaction and pride as internal marketing tools. Cornell Hotel and Restaurant Administration Quarterly, 43 (2), 87-96.

Azarloo, M., Eshghiaraghi, M., Salehi, S. Y., Habibpoor, V., & Jahangiri, M. (2017). Factors Affecting Technological Entrepreneurship and Innovation in Small and Medium Enterprises (SMEs) and its Role in Countries' Economic Development.

Benz, M., & Frey, B. S. (2007). Corporate governance: What can we learn from public governance?. Academy of Management Review, 32(1), 92-104.

Berrone, P., & Gomez-Mejia, L. R. (2009). Environmental performance and executive compensation: An integrated agency-institutional perspective. Academy of Management Journal, 52(1), 103-126.

Comrey, A., & Lee, H. (1992). Interpretation and application of factor analytic results. Comrey AL, Lee HB. A first course in factor analysis, 2, 1992.

Epstein, M. J., & Roy, M. J. (1997). Using ISO 14000 for improved organizational learning and environmental management. Environmental Quality Management, 7(1), 21-30.

Fernando, M., & Bandara, R. (2020). Towards virtuous and ethical organisational performance in the context of corruption: A case study in the public sector. Public Administration and Development, 40(3), 196-204.

Gupta, H. (2018). Assessing organizations performance on the basis of GHRM practices using BWM and Fuzzy TOPSIS. Journal of environmental management, 226, 201-216.

Grolleau, G., Mzoughi, N., & Pekovic, S. (2012). Green not (only) for profit: An empirical examination of the effect of environmental-related standards on employees’ recruitment. Resource and Energy Economics, 34(1), 74-92.

Hair, J., Hollingsworth, C. L., Randolph, A. B., & Chong, A. Y. L. (2017). An updated and expanded assessment of PLS-SEM in information systems research. Industrial Management & Data Systems.

Hussain, J., Khan, A., & Shah, F. A. (2015). The Impacts of Entrepreneurial Orientation on Organizational Performance: Study of Pakistani SMEs. Sarhad Journal of Management Sciences, 1(01), 52-64.

Dumont, J., Shen, J., & Deng, X. (2017). Effects of green HRM practices on employee workplace green behavior: The role of psychological green climate and employee green values. Human resource management, 56(4), 613-627.

Khan, A. J., & Iqbal, J. (2020). Do High Performance Work Practices Increase the Organizational Performance of Public Sector Companies? An Investigation of Mediation Mechanism. Pakistan Journal of Social Sciences (PJSS), 40(2), 1007-1021.

Khan, A. J., Shah, S. Z. A., Bashir, F., & Iqbal, J. (2021). Antecedents and Consequences of Green Human Resource Management in Oil and Gas Companies of Pakistan. Sustainable Business and Society in Emerging Economies, 3(3), 339-351.

Khan, A. J., Tufail, S., & Ali, A. (2021). Factors Affecting Performance of Small & Medium Enterprises: The Mediating Role of Knowledge Management. Pakistan Journal of Humanities & Social Sciences, 9(2), 197-209. doi:

Lakhan, A. B., Mumtaz, J., Keeryo, Z. A., & Dayo, S. A. (2021). EASE OF DOING BUSINESS IN PAKISTAN. PalArch's Journal of Archaeology of Egypt/Egyptology, 18(08), 4928-4934.

Linnenluecke, M. K., & Griffiths, A. (2010). Corporate sustainability and organizational culture. Journal of world business, 45(4), 357-366.

Posthuma, R. A., Campion, M. C., Masimova, M., & Campion, M. A. (2013). A high performance work practices taxonomy: Integrating the literature and directing future research. Journal of Management, 39(5), 1184-1220.

Ramus, A. C., & Kelmer, A. C. (2007). Corporate greening through prosocial extrarole behaviours—A conceptual framework for employee motivation. Business Strategy Environment, 16, 554-570.

Ramos-Villagrasa, P. J., Barrada, J. R., Fernández-del-Río, E., & Koopmans, L. (2019). Assessing job performance using brief self-report scales: The case of the individual work performance questionnaire (No. ART-2019-121928).

Ringle, C., Da Silva, D., & Bido, D. (2015). Structural equation modeling with the SmartPLS. Bido, D., da Silva, D., & Ringle, C.(2014). Structural Equation Modeling with the Smartpls. Brazilian Journal Of Marketing, 13(2).

Saeed, B. B., Afsar, B., Hafeez, S., S., K., & Tahir, M. (2019). Promoting employee's pro-environmental. Corporative Socope Responsibility Environment Managment, 26, 424-438.

Umrani, W. A. (2016). Moderating effect of organizational culture on the relationship between corporate entrepreneurship and business performance in Pakistan's banking sector. Universiti Utara Malaysia, Kedah Darul Aman, Malaysia.

Wahga, A., Blundel, R., & Schaefer, A. (2015). Human capital and environmental engagement of SMEs in Pakistan: A comparative analysis of the leather industry.

Wehrmeyer, W. (1996), Greening People – Human Resources and Environmental Management, Sheffield, England: Greenleaf Publishing

Yusoff, Y.M., Nejati, M., Kee, D.M.H. and Amran, A. (2018). Linking green human resource

management practices to environmental performance in hotel industry. Global Business Review, 21 (3), 1-18, doi: 10.1177/0972150918779294.

Zhu, Y. Q., & Chen, H. G. (2015). Social media and human need satisfaction: Implications for social media marketing. Busienss Horizon, 4, 335-345.

Zoogah, D. B. (2011). The dynamics of Green HRM behaviors: A cognitive social information processing approach. German Journal of Human Resource Management, 25(2), 117-139.




How to Cite

Khan, A. J. ., Muhammad Akbar Ali Ansari, Tanveer Ahmed, & Areeba Athar Malik. (2022). Green Human Resource Practices: A Sustainable Approach To Increase Employee Performance. IRASD Journal of Management, 4(1), 17–25.