SUSTAINABLE PERFORMANCE AND GREEN HUMAN RESOURCE MANAGEMENT: THE MEDIATING THE ROLE OF ENVIRONMENTAL KNOWLEDGE AND MODERATING THE ROLE OF SELF-EFFICACY
Dr. Richa Arora
Head of Institution and COO, University of Stirling-RAK Campus, UAE
The industries of any country are the major sources of economic development as well as environmental pollution. The theory of ability motivation opportunity theory contributes to this context. This study aims to observe the impact of green human resources management (green selection, green rewards, green training, and green performance evaluation) on sustainable performance (economic, social, and environmental performance) by considering the mediating effect of environmental knowledge and the moderating effect of green self-efficacy on the garment industries. The study is quantitative and descriptive. The questionnaire was used for the survey and data have been collected from 150 respondents by simple random sampling method. After applying required tests on SPSS, findings revealed that green human resource management has a significant and positive influence on sustainable performance. These findings suggest that attaining sustainable performance with the help of environmental knowledge is the main key to attaining sustainable development, which is important for developing countries. Previous studies did not work on green self-efficacy as a moderator for sustainable performance and environmental knowledge performance. In the end, the major concern of this article is to attain sustainable performance through environmental knowledge with the help of GHRM.
Key Words: Green human resource management, environmental knowledge, sustainable performance, Green self-efficacy