Driving Public Sector Environmental Citizenship Behavior through Green Human Resource Management and Employee Commitment

Abstract

The role of public sector organizations in promoting employee eco-friendly behavior remains underexplored in developing countries. To address this gap, the study examined effect of bundle green human resource management practices (GHRMPs) on organizational citizenship behavior for the environments (OCBEs), with employee environmental commitment (EEC) operating as a mediating pathway. Data were collected via self-reported questionnaires from 382 employees of Ethiopian ministries. Partial least squares structural equation modeling (PLS-SEM) was used to test the proposed hypotheses. The finding revealed that GHRMPs has significant and positive influence on employee environmental commitment and discretionary sustainable behavior. Moreover, bundled GHRMPs synergistically enhance employee commitment, fostering discretionary sustainable behaviors. Beside, EEC serves as a complementary partial mediator, explaining 34.6% of the variance accounted for (VAF) in this relationship. The novelty of the study lies in applying social exchange theory to the environmental context by recognizing employees’ commitment as an intrinsic motivator, linking organizational green practices to voluntary behaviors. The results underscore strategic importance of integrating GHRMPs in Ethiopia’s ministries to foster employee commitment and pro-environmental behavior, providing guidance for managers, policymakers and advancing Sustainable Development Goals 12 and 13 through efficient resource use and climate action.