Investigating the Impact of Green Human Resource Management Practices on Job Performance: Unveiling the Detrimental Effects of Workplace Ostracism

The theoretical framework has been developed by exploring the social exchange theory. It examines the relationship between Green Human Resource Management (GHRM) and employee job performance, considering the mediating role of employee work engagement and the moderating role of workplace ostracism in the moderated mediation model. A survey has been conducted in the banking sector of Pakistan. Data has been collected through the distribution of online questionnaires and physically by using references from different employees. A 7-point Likert scale has been used, and measures have been adapted from reliable sources. Demographic data were analysed using SPSS, while Smart PLS was applied for measuring models and testing hypotheses. The results show a significant and positive relationship between GHRM and employee job performance, mediated by employee work engagement. The adverse moderation effect was noted in the relationship between GHRM and employee work engagement, as well as in the mediation of this relationship. The results are contributing to the implementation of social exchange theory in the banking sector of Pakistan. The study also suggests the implementation of GHRM practices in organisations and mitigates the impact of workplace ostracism.