Abstract:
Firms use green human resource management (GHRM) as an essential business
tactic to “go green”. The current research analyzes an integrative model by
examining the indirect impact of GHRM practices on green corporate social
responsibility through a pro-environmental psychological climate and proenvironmental behavior. This study also analyzes the moderating effect of
resistance to change (RTC) and environmental knowledge on the relationship
between GHRM and green CSR. The data was collected through a questionnairebased survey of 388 executives working in various organizations under the ChinaPakistan Economic Corridor (CPEC). The results were analyzed through Smart
PLS-3 and present that both GHRM dimensions have indirect positive effects on
green CSR through the intervening role of pro-environmental psychological
climate and pro-environmental behavior. The results of the study also
indicated that resistance to change (RTC) has a counterproductive effect that
can impede firms and their employees from fully incorporating green practices
and minimizing their negative environmental impact.
