Aligning green HRM practices with green organisational citizenship behaviour to achieve organisational outcomes

Purpose Based on the integrated approach of Organisational Development (OD) theory, Ability-Motivation-Opportunity (AMO) theory and Resource-Based View (RBV), this study aims to evaluate the effectiveness of specific green HRM practices in terms of their influence on green organisational citizenship behaviour to achieve organisational outcomes. Design/methodology/approach A cross-sectional method was used to collect data from 228 employees in the manufacturing companies of Jammu, Jammu and Kashmir, India. Findings The survey data was examined using partial least squares structural equation modelling (PLS-SEM) and revealed that the implementation of green HRM practices is directly associated with the achievement of organisational outcomes through its influence on green organisational citizenship behaviour. Practical implications To support organisations’ contribution to UN SDGs 11 and 12, green HRM practices need to be implemented. One way to achieve this is to emphasise the sustainability culture within the organisation as a driver for the implementation of green initiatives. Originality/value Within the framework of organisational development theory, this study contributes to the growing body of research on green HRM. The analysis provides empirical evidence to support the assertion that incorporating green HRM practices and promoting green organisational citizenship behaviour are critical to the holistic growth of an organisation seeking to contribute to sustainability. According to Importance–Performance map analysis’s findings, the essential factor in achieving organisational goals is the cultivation of a green culture within the organisation, something that has been previously overlooked.