Abstract:

Environmental protection has arisen as the most crucial social priorities to preserve the natural eco-system and resources for the future generations. Therefore, adopting environmental practices is a critical change needed around the world. Green human resource management (GHRM) has been identified as an indispensable tool for the implementation of green practices and strategies in an organisation. Mechanisms and processes of how GHRM practices affects green behaviour of employees are remain highly unknown. Present studies were focusing GHRM as a whole, only a few studies debate about the influence of varied categories of practices separately. Hence, this paper focus on investigating GHRM practices, which include green recruitment and selection, green training and development, green performance management and appraisal, green reward and compensation, and green empowerment and its effects on both in-role and extra-role employees’ green behaviour at Universiti Malaysia Terengganu (UMT) with the extend of Ability, Motivation and Opportunity (AMO) Theory. A quantitative method is applied in which data is collected from the employees in UMT. Results from the data analysis of 126 respondents suggest that green empowerment has positive effect on both in-role and extra-role green behaviour, while green performance management and appraisal positive effect on extra-role green behaviour.