Examining the effects of green human resource management practices on work engagement

Green Human Resource Management (GHRM) is defined as an approach that integrates environmentally friendly policies, systems, and practices into an organization's human resources processes. Work engagement, on the other hand, refers to an employee's emotional, cognitive, and behavioral connection to their work and organization. This study aims to establish a conceptual framework for the relationship between green human resource management practices and work engagement. The research data were collected using a survey technique. Since the exact number of individuals in the population could not be determined, the population was considered undefined, and a convenience sampling method was employed. Analyses were conducted on a sample consisting of 222 people. The findings indicate that green human resource management practices positively and statistically significantly influence work engagement levels, playing a crucial role in enhancing employee engagement. Analyses revealed that male employees adopt green occupational health and safety practices more readily and demonstrate higher levels of energy and commitment to their work. Work engagement tends to increase with age. Marital status was found to have no effect on engagement levels, while higher education levels correlate with more positive perceptions of green human resource management practices and increased work engagement. Sectoral differences significantly impact both green human resource management practices and work engagement. Engagement levels rise with longer tenure, and managers exhibit greater sensitivity to environmental issues, participate more actively in green initiatives, and demonstrate higher energy and commitment to their work.