DRIVING EMPLOYEE GREEN PERFORMANCE IN READY-MADE GARMENT ORGANIZATIONS: THE ROLE OF GREEN HRM AND GREEN ORGANIZATIONAL CULTURE

Abstract

The increasing environmental sustainability challenges faced by manufacturing organizations have developed urgency in enhancing employee green performance approach through the integration of green human resource management in organization strategy. This study examines the influence of GHRM functions on employee green performance through the lens of social learning theory and Herzberg’s two-factor theory. The manufacturing organizations are giving more focussed efforts toward sustainability. By understanding, the motivational mechanisms which drive employee pro-environmental behaviour has become essential. The review synthesizes recent empirical studies to explore how GHRM functions both as hygiene factors; such as environmental policies and training that prevent dissatisfactions and motivators, such as recognition and meaningful green work output that enhances job satisfaction and engagement. The evidence confirms a positive relationship between green human resource management and employee green behaviour. However, inconsistencies exist in the classification of GHRM components/ functions within the Herzberg’s two factor framework. There is limited research on GHRM with Herzberg’s two-factor theory articulation. The methodological limitations from the literature show reliance on cross-sectional designs, lack of comparative and multistage analysis, more focus on cross-sectional studies and regional concentration, constrain the depth and generalizability of findings. The conceptual framework highlights the critical mediating role of green organizational culture. Recent global resource crisis requires more extensive, theory-driven research incorporating longitudinal designs and diverse contexts. This will enable practitioners and garment manufactures to understand the applicability of GHRM for resource conservation. For practitioners, balancing hygiene factors with intrinsic motivators in green HRM design is vital to sustaining employee engagement and advancing organizational environmental goals. The review contributes to the existing body of literature in environmental sustainability by integrating Herzberg’s two factor theory and social learning theory. Their combined perspectives allow organizations to identify motivational and identity-based mechanisms that demonstrates how GHRM practices promote employee green performance.