Green human resourse management practice influences personal life and individual job satisfaction

Nandan Dhara; Akashdeep Joshi; Ayesha Khatun

doi:10.69968/ijisem.2026v5i2381-393

Authors

Nandan Dhara Research Scholar, Mittal School of Business, Lovely Professional University, Phagwara, India, magnolialarica@gmail.com
Akashdeep Joshi Assistant Professor, Mittal School of Business, Lovely Professional University, Phagwara, India, akashdeepjoshi@gmail.com
Ayesha Khatun Associate Professor, VIT Business School, Phagwara, India, VIT -AP University, Amaravati, India, ayeshahoque30@gmail.com

DOI:

https://doi.org/10.69968/ijisem.2026v5i2381-393

Keywords:

Working Life, Personal Life, Oil and Gas Industry, Job satisfaction, GHRM

Abstract

Over the past 20 years, India's Oil & Gas Industry has played an essential role in boosting the country's economy; GHRM practices have a big impact on this industry's performance. Organizations are now more conscious of the necessity that green drives promise to provide. The study investigates the relationships between “GHRM, work-life balance, employee personal life, and worker job satisfaction” in India's northeast oil and gas sector both directly and indirectly. A hypothetical study model was presented to investigate both the indirect and direct impacts of “Green Human Resource Management (GHRM)” on individual job satisfaction and personal Oil and Gas job satisfaction based on data gathered from 300 members of "the upstream Oil and Gas industry in North East India". Green work-life balance guarantees that employees embrace green values in both their personal and professional lives and strives to cultivate an environmentally conscious mentality in them (Datta, 2015). A primary condition displaying (SEM) system is being used by researchers. The results demonstrated the significant benefit of working with GHRM; nevertheless, the intervention utilizing personal life could not be sustained. The study concludes by discussing the scope of future research.

References

[1] Amjad, F., Abbas, W., Zia-Ur-Rehman, M., Baig, S. A., Hashim, M., Khan, A., & Rehman, H. U. (2021). Effect of green human resource management practices on organizational sustainability: the mediating role of environmental and employee performance. Environmental Science and Pollution Research, 28, 28191-28206.

[2] Arulrajah, A. A., Opatha, H. H. D. N. P., & Nawaratne, N. N. J. (2015). Green human resource management practices: A review.

[3] Abdelhamied, H. H., Elbaz, A. M., Al-Romeedy, B. S., & Amer, T. M. (2023). Linking Green Human Resource Practices and Sustainable Performance: The Mediating Role of Job Satisfaction and Green Motivation. Sustainability, 15(6), 4835.

[4] Ahmad, I., & Umrani, W. A. (2019). The impact of ethical leadership style on job satisfaction: Mediating role of perception of Green HRM and psychological safety. Leadership & Organization Development Journal, 40(5), 534-547.

[5] Batt, R. (2002). Managing customer services: Human resource practices, quit rates, and sales growth. Academy of management Journal, 45(3), 587-597.

[6] Bansal, P., & Roth, K. (2000). Why companies go green: A model of ecological responsiveness. Academy of management journal, 43(4), 717-736.

[7] Bhakar, Suresh Kumar. (2022). Review of Green Human Resource Management Practices on Environmental Sustainability.

[8] Bangwal, D., Tiwari, P., & Chamola, P. (2017). Green HRM, work-life and environment performance. International Journal of Environment, Workplace and Employment, 4(3), 244-268.

[9] Brown, J. E. (2016). The relationship between job satisfaction and economic performance: A multi-national and longitudinal examination (Doctoral dissertation, San Diego State University).

[10] Bangwal, D., & Tiwari, P. (2018). Workplace environment, employee satisfaction and intent to stay. International Journal of Contemporary Hospitality Management, 31(1), 268-284.

[11] Belias, D., Koustelios, A., Vairaktarakis, G., & Sdrolias, L. (2015). Organizational culture and job satisfaction of Greek banking institutions. Procedia-Social and Behavioral Sciences, 175, 314-323.

[12] Bangwal, D., Tiwari, P., & Chamola, P. (2017). Workplace design features, job satisfaction, and organization commitment. Sage Open, 7(3), 2158244017716708.

[13] Chou, C. J. (2014). Hotels' environmental policies and employee personal environmental beliefs: Interactions and outcomes. Tourism management, 40, 436-446.

[14] Dauda, Y., & Singh, G. (2017). Review of Integrating HRM Best Practices for Academic Quality in Higher Educational Institutions. International Journal of Applied Environmental Sciences, 12(12), 2037-2047.

[15] Datta, M. A. (2015). Green work-life balance: A new concept in green HRM. International Journal of Multidisciplinary Approach and Studies, 2(2), 83-89.

[16] dos Santos Moreira, P. M. (2008). Characterising human resources management practices in Portugal: an empirical analysis. The International Journal of Human Resource Management, 19(10), 1864-1880.

[17] García‐Bernal, J., Gargallo‐Castel, A., Marzo‐Navarro, M., & Rivera‐Torres, P. (2005). Job satisfaction: empirical evidence of gender differences. Women in management review, 20(4), 279-288.

[18] Govindarajulu, N. and Daily, B.F. (2004), “Motivating employees for environmental improvement”, Industrial Management and Data Systems, Vol. 104 No. 4, pp. 364-372.

[19] Grolleau, G., Mzoughi, N. and Pekovic, S. (2012), “Green not (only) for profit: an empirical examination of the effect of environmental-related standards on employees’ recruitment”, Resource and Energy Economics, Vol. 34 No. 1, pp. 74-92.

[20] Hagihara, A., Tarumi, K., Babazono, A., Nobutomo, K., & Morimoto, K. (1998). Work versus non-work predictors of job satisfaction among Japanese white-collar workers. Journal of Occupational Health, 40(4), 285-292.

[21] Joyce, M. D., & Vijai, C. (2020). Green HRM: An Innovative Practice for Organizational Sustainability. Management, 45(3).

[22] Joyce, M. D., & Vijai, C. (2020). A theoretical study on green human resource management (Ghrm): an innovative practice for organizational sustainability. European Journal of Molecular & Clinical Medicine, 7(11), 2020

[23] Joyce, M. D.,& Vijai, C., (2021). A Study on Green Human Resource Management an Introduction and Practices with Reference of Selected Companies a Study on Green Human Resource Management an Introduction and Practices with Reference of Selected Companies. 309-315.

[24] Lund, D. B. (2003). Organizational culture and job satisfaction. Journal of business & industrial marketing.

[25] Laursen, K., & Foss, N. J. (2003). New human resource management practices, complementarities and the impact on innovation performance. Cambridge Journal of economics, 27(2), 243-263.

[26] Ling, F. Y. Y., Ning, Y., Chang, Y. H., & Zhang, Z. (2018). Human resource management practices to improve project managers’ job satisfaction. Engineering, construction and architectural management, 25(5), 654-669.

[27] Moin, M. F., Omar, M. K., Wei, F., Rasheed, M. I., & Hameed, Z. (2021). Green HRM and psychological safety: How transformational leadership drives follower’s job satisfaction. Current issues in Tourism, 24(16), 2269-2277.

[28] Mashala, Y. L. (2018). Green human resource management and environmental sustainability in Tanzania: A review and research agenda. International Journal of Academic Multidisciplinary Research, 2(12), 60-68.

[29] Mandip, G. (2012). Green HRM: People management commitment to environmental sustainability. Research Journal of Recent Sciences, ISSN, 2277, 2502.

[30] Melián-González, S., Bulchand-Gidumal, J., & Gonzalez Lopez-Valcarcel, B. (2015). New evidence of the relationship between employee satisfaction and firm economic performance. Personnel Review, 44(6), 906-929.

[31] North, K., & Daig, S. (2017). Environmental training in UK and German companies. In Greening People (pp. 247-269). Routledge.

[32] Opatha, H.H.P. and Arulrajah, A.A. (2014), “Green human resource management: simplified general reflections”, International Business Research, Vol. 7 No. 8, pp. 101-112.

[33] Phillips, A. (2007). Winnicott. Penguin UK.

[34] Pinzone, M., Guerci, M., Lettieri, E., & Huisingh, D. (2019). Effects of ‘green’training on pro-environmental behaviors and job satisfaction: Evidence from the Italian healthcare sector. Journal of cleaner production, 226, 221-232.

[35] Paais, M., & Pattiruhu, J. R. (2020). Effect of motivation, leadership, and organizational culture on satisfaction and employee performance. The Journal of Asian Finance, Economics and Business, 7(8), 577-588.

[36] Renwick, D. W., Redman, T., & Maguire, S. (2013). Green human resource management: A review and research agenda. International journal of management reviews, 15(1), 1-14.

[37] Ramasamy, A. (2017). A study on implications of implementing green HRM in the corporate bodies with special reference to developing nations.

[38] Raj, R., & Verma, A. (2019). Green Human Resource Management Practices on Environmental Performance: A Conceptual Note. Our Heritage Journal, 67(10), 236-245.

[39] Rue, L., & Byars, L. L. (1989). Management. Theory and application (No. 658 R836m Ej. 2 000228). IRWIN,.

[40] Sanju, N. L. (2017). Green HRM practices as a means of promoting CSR: Suggestions for garments industry in Bangladesh. Global Journal of Management and Business Research, 17(A6), 29-35.

[41] Shahriari, B., Hassanpoor, A., Navehebrahim, A., & Jafarinia, S. (2019). A systematic review of green human resource management.

[42] Shahriari, B., & Hassanpoor, A. (2019). Green human resource management in the east and west. Revista Gestão & Tecnologia, 19(2), 27-57.

[43] Stojanoska, A. (2016). Green human resource management: The case of gorenje group (Doctoral dissertation, Univerza v Ljubljani, Ekonomska fakulteta).Deshwal, P. (2015). Green HRM: An organizational strategy of greening people. International Journal of applied research, 1(13), 176-181

[44] Shah, N., & Soomro, B. A. (2023). Effects of green human resource management practices on green innovation and behavior. Management Decision, 61(1), 290-312.

[45] Sareen, D. Relationship between strategic human resource management and job satisfaction. Int. J. Curr. Res. Life Sci. 2018, 7, 1229–1233

[46] Singh, S., & Nath, D. V. (2020). An assessment in the green HRM practices with job satisfaction and its impact on organizational commitment. International Journal of Management, 11(9).

[47] Spector, P. E. (1985). Measurement of human service staff satisfaction: Development of the Job Satisfaction Survey. American journal of community psychology, 13(6), 693.

[48] Shafaei, A., Nejati, M., & Yusoff, Y. M. (2020). Green human resource management: A two-study investigation of antecedents and outcomes. International Journal of Manpower, 41(7), 1041-1060.

[49] Naseer, S. A., Mukhtar, S., & Gul, M. (2023). GREEN HRM & JOB PERFORMANCE: UNVEILING PATHWAY THROUGH JOB SATISFACTION. Journal of Social Research Development, 4(2), 410-419.

[50] Shafaei, A., Nejati, M., & Yusoff, Y. M. (2020). Green human resource management: A two-study investigation of antecedents and outcomes. International Journal of Manpower, 41(7), 1041-1060.

[51] Uddin, M. M., & Islam, R. (2015). Green HRM: Goal attainment through environmental sustainability. Journal of Nepalese Business Studies, 9(1), 14-19.

[52] Yusoff, Y. M., Ramayah, T., & Othman, N. Z. (2015). Why examining adoption factors, HR role and attitude towards using E-HRM is the start-off in determining the successfulness of green HRM. Journal of Advanced Management Science Vol, 3(4).