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This study aims to develop a model based on social exchange theory (SET) to elucidate the influence of green human resource management (GHRM) on employee on-the-job, off-the-job, and green innovative work behaviors (GIWB). Drawing from the job demand resource model and SET, the study proposes that green work engagement (GWE) mediates the relationship between GHRM work behaviors. A self-administered survey was conducted among 168 employees within higher education institutions in Pakistan to gather data. The primary statistical analysis employed partial least squares structural equation modeling to test the research hypotheses. The results indicate that GHRM significantly predicts employees' green behaviors both at work and away from work, as well as their GIWB. Furthermore, the study demonstrates that GWE plays a significant mediating role in explaining the relationship between GHRM and the aforementioned work behaviors. The findings offer valuable insights for policymakers in higher education institutions on the potential of GHRM to enhance employees' environmental performance. This study contributes to the understanding of GHRM by expanding its scope and addressing knowledge gaps, particularly in higher education settings. Moreover, it highlights the role of GWE as a mediator in improving GIWB through GHRM initiatives.
Larik et al. (Fri,) studied this question.