Green HRM as an Organizational Information System and its Impact on Sustainable Performance Through Employee Green Behaviour

Abstract

In the modern paradigm change towards ecological sustainability, organizational resilience is becoming contingent on strategic alignment of organizational human resource architectures to environmental goals. Employee Green Behaviour (EGB) is investigated as a mediating variable in this study to determine the relationship between GHRM practices and Sustainable Organisational Performance (SOP). The study is based on the multi-theoretical approach, which combines the Resource-Based View (RBV) with an information-theoretic approach to conceptualising GHRM as a specialised information system critical to the systematic dissemination, processing, and internalisation of environmental knowledge. By addressing the lack of clarity regarding the role of informational transparency in HRM frameworks, this study provides a sound empirical basis for sustainable value generation in the frameworks of HRM as a catalyst to systemic performance, this question offers a sound empirical basis of sustainable value generation. The research design was quantitative and cross-sectional and the study collected data from 300 employees working in different manufacturing industries through purposive sampling. To ensure statistical soundness and predictive validity, the data were analysed using the Partial Least Squares Structural Equation Modelling (PLS-SEM) method in SmartPLS 4.0. There is strong evidence from empirical studies that shows that sustainable organisational performance is significantly predicted by employee green behaviour (β = 0.688, p < 0.01). Furthermore, the findings demonstrate that Employee Green Behaviour modifies the connection between Green HRM practices and Sustainable Organisational Performance via indirect effects ranging from β = 0.235 to β = 0.248 (p < 0.01). This suggests that aligning human capital behaviours is a prerequisite for optimising green information systems. The research adds to the intersection of the literature on Information Science and Management by demonstrating the way the systematic arrangement of green information in the framework of HRM can improve ecological efficiency in organizations. In practice, the results provide a strategic roadmap that practitioners can use to capitalise upon GHRM as an informational tool in developing a high-performance sustainable corporate culture.