An Empirical Study of Ecological Sustainability on Ecological Organizational Performance

Abstract

Ecology requires the implementation of sustainable development. Ecological sustainability necessitates the combination of Human Resource Management (HRM) and Green Human Resource Management (GHRM), but it is not sufficient on its own. Although organizations have a significant role in causing ecological degradation, it is undeniable that no other organization possesses the authority to facilitate the essential reforms required for ecological sustainability. It would be fascinating to discover what measures organizations might take to enhance the ecosystem.   While social and economic sustainability have been issues of research for decades, ecological sustainability has only recently gained attention. This study aims to examine the correlation between GHRM (Green Human Resource Management), ecological cultural sustainability, and ecological leadership, which ultimately impacts the Ecological Performance (EP). The researcher constructed a conceptual model and assumptions based on the existing literature.   In order to conduct an empirical examination of the conceptual model, a self-administered questionnaire will be distributed to predominantly human resources (HR) senior and middle-management leaders. This research aims to contribute to the existing knowledge on ecological sustainability performance by providing guidance to organizations on how to achieve their Ecological Management (EM) targets through environmental ecological responsibility leadership, GHRM, and ecological culture.   Managers can monitor ecological enhancements by utilizing this approach.   This study is limited in that it will solely investigate the GHRM components that have been most frequently advocated in prior academic studies.   Subsequent studies might conduct a comparative analysis of financial and non-financial incentives for employee performance.