Green Human Resource Management Practices and Employee Pro-Environmental Behaviour in Public Universities in Kenya

Abstract

The global ecosystem is fast deteriorating due to devastating effects of climate change resulting from humanity’s behaviour towards the environment. Increasing resource scarcity, loss of biodiversity and global warming with disastrous effects have become prevalent. Scientists unanimously blame anthropogenic (human) actions for the crisis and claim that the power to mitigate and preserve the environment lies within human behaviour change. While research on pro-environmental behaviour (PEB) – individual behaviours contributing to environmental sustainability – has grown steadily within households, it remains underrepresented in the workplace. Existing studies in workplaces are primarily rooted in environmental management or industrial and organizational psychology. The interface between HRM and pro-environmental initiatives however remains theoretically and practically scarce, especially in Africa. This study aimed to fill this gap and provide valuable insights for researchers, organizational leaders, and practitioners. The overall objective of the study was to investigate the influence of Green HRM practices on employee PEB in Public Universities in Kenya. It specifically examined the influence of green employee resourcing, green employee training, green performance management, green employee rewards, and green employee involvement on employee PEB in these institutions. It also assessed the moderating effect of socio-demographic factors (gender, age and education) on the relationship between GHRM practices and EPEB. Borrowing from the Green Five Taxonomy, the study developed a measurement model to assess an array of employee green behaviours: transforming, conserving, avoiding harm, influencing others, and taking initiative. It targeted 30,758 employees and used both probabilistic and non-probabilistic sampling techniques to determine and select the sample size. Multi-stage sampling was adopted to select respondents, where a sample size of 123 respondents was drawn using Yamane's formula. It adopted the correlational research design and employed mixed research techniques combining both quantitative and qualitative approaches to obtain data. An online questionnaire and document analysis guide were used to collect primary and secondary data, respectively. For descriptive analysis, frequency distributions and graphical techniques were used. Central tendency and dispersion were assessed for interval variables using the arithmetic mean and standard deviation, respectively, while content analysis was used for qualitative data. The study utilized inferential statistics, employing Pearson’s Correlation Coefficient and Analysis of Variance (ANOVA), to scrutinize the relationship between Green GHRM and EPEB. Pearson coefficients revealed significant positive correlations, while ANOVA tested hypotheses, confirming the statistical significance of the association between GHRM practices and EPEB. Findings revealed a statistically significant influence of Green HRM practices on EPEB. Additionally, the moderating influence of socio-demographic factors on the relationship between predictor and outcome variables was confirmed. The study concluded that GHRM practices do influence EPEB, with socio-demographic factors playing a moderating role. The study recommended adoption of a holistic approach to green recruitment, green training, green performance management, green rewards and green involvement to inculcate an environmental sustainability culture in public university employees. Managerial and policy recommendations were also made.