The Impact of Green HRM Practices on Employee Job Satisfaction: A Case Study of Multinational Corporations
Keywords:
Corporate sustainability, employee job satisfaction, environmental HR practices, Green HRM, sustainable human resource managementAbstract
Background: It has been established that green human resource management, or GHRM, is crucial to organizational sustainability, particularly in multinational corporations (MNCs). Although environmental performance has been mentioned in the literature as a potential advantage, the impact of GHRM on employee work satisfaction has been mostly overlooked. Aim: This study aims to
investigate the effects of GHRM policies on workers' job satisfaction in a subset of multinational firms. Method: A quantitative research methodology was employed to collect data, utilizing a structured questionnaire with a five-point Likert scale as the survey instrument. One hundred workers from multinational corporations were chosen at random. Using SPSS, descriptive statistics, correlation, and ANOVA were performed to examine the data. Findings: Management support, like green training, had the highest mean ratings (Tables 5 and 6), suggesting businesses implement these GHRM activities most. Job satisfaction measures like engagement and motivation also agreed well. GHRM was positively correlated with job satisfaction (r = 0.162, p = 0.107). ANOVA showed that job satisfaction measures did not change by age, although total tenure and designation did (p = 0.049). Conclusion: Although it does not significantly impact work satisfaction, involvement in GHRM programs appears to have some positive effects on employee views. However, the association between GHRM efforts and work satisfaction is moderated by demographically important factors such as tenure and designation.
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