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REVIEW ARTICLE
GHRM as a strategic driver of sustainable outcomes:
an AMO framework perspective from Pakistan
1
Leadership & Management Studies, National Defence University, Pakistan
Submission date: 2026-03-04
Final revision date: 2026-06-19
Acceptance date: 2026-06-30
Online publication date: 2026-08-03
Publication date: 2026-08-03
Corresponding author
Management 2026;(1):844-870
KEYWORDS
green human resource management practicesAbility–Motivation– Opportunity (AMO)green organizational citizenship behaviorgreen reputationeco-friendly practices
JEL CLASSIFICATION CODES
M12
M14
Q56
TOPICS
ABSTRACT
Research background and purpose:
The research aims at exploring the role of green human resource management (GHRM) initiatives on individual and organizational level outcomes; green organizational citizenship behavior (OCBE) and green reputation (GR) within the Pakistani corporate environment. This study explored how constructs such as environmental strategy (ES), green organizational culture (GOC), green transformational leadership (GTFL) and green perceived organizational support (GPOS) were related to GHRM. The research contributed significant evaluation of the adoption of GHRM initiatives to enhance sustainability and foster employees involvement in eco-friendly practices
Design/methodology/approach:
Responses were collected from 210 managers serving across different corporations in Pakistan. Partial least squares structural equation modelling (PLS-SEM) SmartPLS V4 was employed to examine the data collected.
Findings:
The findings of the study indicated the application of GHRM strategies to have positive association with employee pro-environmental behaviors and a company’s GR. Findings also revealed positive association of GPOS with employee engagement and OCBE with diminished moderating capacity on the association between GHRM and its organizational outcomes
Value added and limitations:
The findings of this research contributed valuable insights into the positive relationship between GHRM, GR and OCBE in the context of Pakistan’s corporate sector utilizing the theoretical lens of AMO (Ability-Motivation-Opportunity). The results from SEM analysis indicated significant statistical ranges among the relationships between the constructs. This research is limited to the corporate sector of Pakistan and does not extend to other sectors within and outside the country, which limits the study’s external validity. Additionally, the study’s limitations suggest that it should be conducted using a longitudinal approach with an increased number of respondents in future research to boost the findings generalizability.
The research aims at exploring the role of green human resource management (GHRM) initiatives on individual and organizational level outcomes; green organizational citizenship behavior (OCBE) and green reputation (GR) within the Pakistani corporate environment. This study explored how constructs such as environmental strategy (ES), green organizational culture (GOC), green transformational leadership (GTFL) and green perceived organizational support (GPOS) were related to GHRM. The research contributed significant evaluation of the adoption of GHRM initiatives to enhance sustainability and foster employees involvement in eco-friendly practices
Design/methodology/approach:
Responses were collected from 210 managers serving across different corporations in Pakistan. Partial least squares structural equation modelling (PLS-SEM) SmartPLS V4 was employed to examine the data collected.
Findings:
The findings of the study indicated the application of GHRM strategies to have positive association with employee pro-environmental behaviors and a company’s GR. Findings also revealed positive association of GPOS with employee engagement and OCBE with diminished moderating capacity on the association between GHRM and its organizational outcomes
Value added and limitations:
The findings of this research contributed valuable insights into the positive relationship between GHRM, GR and OCBE in the context of Pakistan’s corporate sector utilizing the theoretical lens of AMO (Ability-Motivation-Opportunity). The results from SEM analysis indicated significant statistical ranges among the relationships between the constructs. This research is limited to the corporate sector of Pakistan and does not extend to other sectors within and outside the country, which limits the study’s external validity. Additionally, the study’s limitations suggest that it should be conducted using a longitudinal approach with an increased number of respondents in future research to boost the findings generalizability.
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| eISSN: | 2299-193X |
| ISSN: | 1429-9321 (1997-2019) |
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