Green HRM pursuit of social sustainability in the hotels: AMO theoretical perspective

This study empirically examines green HRM practices within social sustainability. Employee green behaviour and green self-efficacy as a micro-level perspective towards social sustainability is under-researched and lacking aspect in the existing literature on human resource management therefore the study addresses this research gap. Drawing from the ability motivation opportunity (AMO) theoretical perspective, it is hypothesized that employee green behaviour and green self-efficacy serve as moderators and mediators between green HRM and social sustainability in organizations. This study used a survey design method and partial least squares structural equation modeling (PLS-SEM) was run for the data analysis. We collected data from 142 employees working in the hotels located in the metropolitan city of Karachi (Pakistan) by using a purposive sampling technique. The significance and novelty of this study lay in multiple outcomes such as employee green behavior mediates a positive relationship between green HRM practices and organizational social sustainability meanwhile green HRM practices showed an insignificant direct relationship with organizational social sustainability. Furthermore, the moderating impact of green self-efficacy on green HRM practices and organizational social sustainability was insignificant in the current study. Based on these findings, hotels need to foster the green attitudes and behaviors among employees related with corporate green priorities in order to foster organizational social sustainability. Hotels have to incorporate green policies into their HRM to remind and facilitate green attitudes and behaviors.