The Influence of Green Human Resources Management (GHRM) Practices on Organisational Citizenship Behaviour Towards the Environment (OCBE) in Dubai Government Organisations: The Mediating Role of Green Innovative Behaviour (GIB)

Abstract

This study investigates the impact of Green Human Resource Management (GHRM) practices on Organisational Citizenship Behaviour towards the Environment (OCBE) in Dubai Government organisations, focusing on the mediating role of Green Innovative Behaviour (GIB). As sustainability gains priority, integrating Green HR Practices is crucial for fostering an environmentally responsible workforce. The research explores two key GHRM practices: Green Learning and Development (GL&D) and Green Rewards and Compensation (GR&C). While GL&D enhances employees' environmental knowledge, GR&C incentivises pro-environmental behaviour. Using a quantitative approach, 309 survey responses from Dubai Government employees were analysed through Partial Least Squares Structural Equation Modelling (PLS-SEM). The findings confirm a strong positive relationship between GHRM practices and OCBE, with GIB serving as a key mediator. GR&C had a stronger direct effect on OCBE than GL&D, while GL&D did not significantly impact GIB, suggesting that training alone is insufficient to drive green innovation without organisational support. The study extends Social Exchange Theory (SET), Social Learning Theory (SLT), and the Ability–Motivation–Opportunity (AMO) framework in the GHRM–OCBE context. Practically, Dubai Government entities should enhance green training, align rewards with sustainability goals, and create innovation platforms to embed sustainability into the organisational culture. While limited to two GHRM practices in Dubai's public sector, future research should explore additional HR dimensions and conduct cross-country comparisons. By implementing these findings, Dubai Government organisations can strengthen sustainability efforts and position themselves as leaders in green governance.