Abstract:
GHRM includes the integration of green management principles into HR activities such as
recruitment, selection, training, employee growth, and performance evaluation. This
research examines the influence of GHRM on the environmental performance of certain
selected banks in Sri Lanka's Matale district, maintaining a special interest in the mediating
role of green organizational culture.
The study relies on the premise that while GHRM may independently have an impact on
environmentally conscious behaviors of employees, the success would be significantly
enhanced if supported by a culture of the organization based on green values. Green
organizational culture in this study refers to organizational shared values, beliefs, and
norns that drive environmental sustainability and impact employee behavior towards
environmentally conscious practice.
Despite the increased adoption of green practices in business, especially in sectors like
banking whose effects spread across the economy, empirical evidence regarding the
convergence of GHRM, green organizational culture, and environmental performance
nationally in developing economies like Sri Lanka has been scarce. To bridge this gap, this
research investigates: (1) the position of GHRM practices, green organizational culture,
and environmental performance in the selected banks; (2) the interaction between these
three variables with each other; and (3) the mediating role of green organizational culture
in the interaction between GHRM and environmental performance.
In a structured research design, the study aims to make meaningful contributions for
policymakers, bank managers, and human resource practitioners who want to associate
staff development with greater environmental goals. The study is expected to benefit
scholarly wisdom through highlighting the integrative role of culture in promoting the
effectiveness of green HR practices and making pragmatic recommendations for building
environmental sustainability in the banking sector. Finally, the present study emphasizes
integrating environmental values not just in HR policies but also in organizational culture
for sustainable perforrnance and ecological footprint in the long run.
Key worrls: Green Human Resou"ce Manugement (GHRM), Environmental
P e rfor m anc e, G r e e n O r g ani z a t i o n ul C ul t ur e, Env ir o nm e nt a I Su s t ai nab il i t1,
