Impact of Green HRM Practices on Green Innovation in KP Universities: Empirical Testing of a Moderated Mediation Model

Abstract

This study examines the moderated-mediation model on direct and indirect role of Green Human Resource Management (GHRM) practices in fostering Green Innovation (GI) amongst KP Universities’ faculty members. In addition, this study measures the moderating role of Employees Environmental Responsibility (EER) in the relationship of GHRM with GI via Green Transformational Leadership (GTL). Utilizing SPSS PROCESS Model 7 to conduct a moderated mediation analysis, the study draws on data collected from 373 faculty members in universities of KP, Pakistan. A combination of descriptive and inferential statistical techniques was employed to test the proposed hypotheses. The findings demonstrate that GTL partially mediates the relationship between Green Human Resource Management (GHRM) and GI. Furthermore, EER significantly moderates the association between GHRM and GTL. In the context of moderated mediation, EER serves as a moderator in the pathway linking GHRM to GI through GTL. Grounded in the Social learning theory and Resource-Based View (RBV) theory, this study underscores the strategic role of human resource practices in fostering green innovation within academic institutions. The findings highlight the importance of integrating GHRM practices, promoting environmental responsibility among employees, and leveraging green transformational leadership to cultivate a sustainable organizational culture and drive green innovation in universities. The paper concludes with an in-depth discussion of the study's theoretical contributions and practical implications.