Impact of Green Human Resource Management Practices on Employee in Role Green Performance and Employee Extra role Green Behavior

This study investigates the influence of green human resource management (GHRM) practices on employees' in-role and extra-role green behaviors in small and medium-sized enterprises (SMEs) in Karachi, Pakistan. The research examines the direct effects of Green Recruitment and Selection (GRS), Green Training and Development (GTD), and Green Compensation and Benefits (GCB), the mediating role of Green Organizational Culture (GOC), and the moderating effects of Top Management Commitment (TMC), Transformational Leadership (TL), and Employee Green Passion (EGP). Data were collected from 190 employees using purposive sampling and analyzed with structural equation modeling via SmartPLS. Results reveal that GTD significantly enhances in-role green performance, while GRS and GCB have no significant direct effects on employee green behaviors. Mediation analysis shows that GOC does not significantly transmit the effects of GHRM practices. Moderation analysis indicates that TMC strengthens the relationship between GRS and extra-role green behavior, whereas TL positively moderates the GTD-extra-role green behavior link and negatively moderates GRS effects. EGP did not exhibit significant moderating effects. The findings highlight the critical role of training and leadership in promoting sustainable employee behaviors in SMEs, while organizational culture and intrinsic motivation have limited influence in this context.