A Diverse-Dimensional Assessment of Green HRM: Examining the Mediating Directional of Organizational Culture toward Group-oriented, Environmental, and Monetary, in Public Universities in Kenya

Purpose: This research looks at the role played by Green Human Resource Management towards creating Eco-friendly results in Kenyan public universities, considering the crucial mediating role played by organizational culture. The research considers the extent to which eco-friendly human resource management activities, such as sustainable recruitment and training, are able to create a green culture within the organization that ensures the behaviors of employees correspond with the sustainability goals of the institution. In doing so, the research seeks to consider the strong relationship between the two variables by examining its impact on all three aspects of sustainability.Methodology: In this research, an integrative review approach will be applied to examine the relationship between Green HRM and environmental Focus among public universities in Kenya using the Ability-Motivation-Opportunity theory as its foundational premise. The process will involve identifying an important gap in existing literature by comparing global findings to regional barriers. The approach validates the need for such a study through Proof that it has multifaceted value in both societal and economical perspectives.Findings: Green HRM in terms of Social, Environmental, and Economic Value. By minimizing waste and improving participation, green learning and participation have considerable environmental and social effects. Through the AMO model, green learning and participation improve employee capabilities, fostering commitment towards the social objectives of the institution. However, economic benefits are limited by high technological costs and the absence of a green motivation system.Implications/Originality/Value: What makes this research stand out is its application of the AMO theory within the bureaucratic and resource scarcity environment of public universities of Kenya, a locality which is often overlooked within the scope of global GHRM researches. In this regard, there is significant value in terms of revealing organization culture as the crucial mediator enabling translation of green practices into organizational achievements. The underlying assumption of this research is that leaders should be engaged in not only implementing green initiatives, but also in creating an acceptable and sustainable perspective on environmental issues using the usual green incentives.