The main research objective of the study is to examine the mediating role of Green Human Capital (GHC) in the relationship between Green Human Resource Management (GHRM) practices and Green Employee Behavior (GEB). This research employed a quantitative approach, collecting 171 valid samples from rank-and-file employees working in selected food service companies in Iligan City, Philippines. The researchers used Partial Least Squares Structural Equation Modeling (PLS-SEM), as it is a viable alternative that is more suitable for predictive models and when data or sample size challenges exist. The research findings revealed that the total effect of GHRM practices on GEB, mediated by GHC, is significant. The direct effect of GHRM practices on GEB is not significant. Importantly, the indirect effect of GHRM practices on GEB through GHC is substantial. These research results indicate that GHC fully mediates the relationship between the variables. This research provides robust practical insights, suggesting that GHRM practices primarily shape employee behavior through the development of the GHC. This implies that building employees’ environmental knowledge, skills, and attitudes should be a core component of human resource strategies aimed at promoting organizational and environmental sustainability.
Pontillo et al. (Fri,) studied this question.