Green HRM and Workplace Behavior: Unveiling the Mediating Effect of Employee Green Advocacy

Aida Abdullah, Farihah Hassan, Ahmad Faiz Yaakob, Suhaimi Abdul Samad and Norfadzidatul Izwa Farouk Shah
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Aida Abdullah: Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA, Seremban Campus, Negeri Sembilan Branch, 70300, Seremban, Malaysia
Farihah Hassan: Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA, Seremban Campus, Negeri Sembilan Branch, 70300, Seremban, Malaysia
Ahmad Faiz Yaakob: Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA, Seremban Campus, Negeri Sembilan Branch, 70300, Seremban, Malaysia
Suhaimi Abdul Samad: Faculty of Administrative Science and Policy Studies, Universiti Teknologi MARA, Seremban Campus, Negeri Sembilan Branch, 70300, Seremban, Malaysia
Norfadzidatul Izwa Farouk Shah: Business Support Office (Melaka), TNB Global Business Solutions, Tenaga Nasional Berhad, Melaka, Malaysia

International Journal of Research and Innovation in Social Science, 2024, vol. 8, issue 9, 2760-2767

Abstract: Demonstrating desirable workplace behavior can positively influence an organization’s success. Deviant activities that violate an organization’s established standards can be detrimental, particularly in terms of operational costs, workplace relationships, and environmental concerns. Previous research has examined the influence of green human resources management (GHRM) and employee green advocacy (EGA) on the adoption of desirable workplace behavior, as well as the converse. Therefore, the objective of the study is to examine the role of EGA as a mediator in the relationship between GHRM and deviant behavior (DB). The inclusion of human resource personnel from a utility company can improve the organization’s awareness of the importance of green practices and green advocacy in promoting desirable workplace behaviors that can improve work quality, strategic investment, and work performance. A lack of awareness of environmental concerns can adversely affect the workplace’s demeanor and business operations. Simple random sampling was employed to disseminate the questionnaire to research participants, which was adapted from previous studies. The instruments are both valid and reliable, and the Hayes Process model conducted the hypothesis testing. GHRM exhibits a significant positive correlation with EGA (β = 0.068, t = 4.775, p

Date: 2024
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