“Fostering Sustainability: A Measurement Model of Green Recruitment, Compensation, Employee Involvement, and Outcomes”
DOI:
https://doi.org/10.29284/5bywxs72Keywords:
Sustainability, Green HRM, Employee Involvement, Recruitment and SelectionAbstract
This study examines how green Human Resource Management (HRM) practices relate to employees’ perceptions of green outcomes. Specifically, we assess three key “green” HR constructs – Green Recruitment and Selection (GRS), Green Compensation and Rewards (GCR), and Employee Green Involvement (EGI) – and their association with Perception of Green Outcomes (POG). Using survey data, we tested a measurement model in a structural equation framework. The constructs demonstrated strong internal consistency and convergent validity: for example, Cronbach’s α ranged from ~0.77 to 0.82 and composite reliability from 0.855 to 0.883 (all >0.7). Average variance extracted exceeded 0.59 for all constructs, indicating robust convergent validity. Discriminant validity was confirmed by both Fornell–Larcker and HTMT criteria. These results suggest that the green HRM constructs are distinct and measured reliably, supporting further examination of how they foster a green workforce. In line with sustainability theory, our findings underscore that aligning HR practices with environmental values can yield competitive and sustainable advantages.
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This work is licensed under a Creative Commons Attribution 4.0 International License.
This work is licensed under a Creative Commons Attribution 4.0 International License, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
