Purpose
The purpose of this paper is to determine the moderating role of green lifestyle to the impact of green human resource management (GHRM) on employee’s job performance from various industries and a possible spillover of GHRM to employee’s lifestyle.
Design/methodology/approach
Structural equation modeling and exploratory factor analysis were utilized in order to determine the relationship of the variables. A survey questionnaire was distributed to 332 respondents from various private industries who were randomly selected for this study.
Findings
This study shows that the implementation of GHRM has an effect on an employee’s lifestyle and also on their job performance. It suggests that organizations can contribute to the environment and also maintain employees’ good performance.
Research limitations/implications
Considering the locus of the study, it was restricted to industries from the National Capital Region in the Philippines. The study was also limited to industries who are ISO14001 certified, aiming for that certification, or implementing green practices. The survey was also not disseminated according to age groups and gender. Therefore, researchers are encouraged to explore further the effects of these variables to other factors.
Practical implications
This study may encourage human resource practitioners to implement GHRM practices in the workplace to motivate employees to participate in greening the world.
Originality/value
This study brings great importance to the implementation of GHRM as it is needed by the current status of the world.
