Going Green with Human Resource Management: Effects on Employee Ownership and Retention

The primary element of this research is to augment the existing theory on green human resource management (HRM) and to motivate organizations to learn more about green HRM, act sustainably and adopt environment friendly practices. The study analyzes the relation of three constructs of green HRM with employee turnover while adding employee ownership as a mediator. The data was gathered from a sample of 200 individuals (employees) representing 23 different companies across 13 different sectors in Pakistan. The evaluating technique was comfort based scrutinizing and the time skyline was single shot cross- sectional review. We tested the interconnection between the variables under study using the two well- known statistical tools, Process Hayes and SPSS, as soon as the data for analysis was obtained. The hypothesis was tested by carrying out the research model three times on Process Hayes for model number 4. As per the findings, green HRM practices exhibit a positive relationship with employee ownership, leading to better employee retention. However, complete mediation of employee ownership was observed in the case of green training only. This implies the deep rooted effects of green training on organizational sustainability. The research paper makes a novel theoretical contribution as it broadens application of the conservation of resources theory. Endorses Sustainable Development Goals; 7, 8, 9, 11, 12, 13 & 16.