GREEN PERSONALITY AND ENVIRONMENTAL OUTCOMES: THE ROLE OF AUTONOMOUS AND CONTROLLED MOTIVATION IN DRIVING SUCCESS

Abstract

Protecting resources, preserving the environment, and limiting the extraction of organic resources are critical issues in modern society. Keeping ecological growth and economic progress in check is the world's biggest issue. The present study investigates two main aspects: (a) the effect of environmentally conscious hiring and selection practices on the performance of organizations; and (b) the potential moderating role of autonomous and regulated motivation in the relationship between these two variables. 329 individuals are selected as a representative sample from a variety of Karachi, Pakistani companies. The measurement model is extremely valid and trustworthy, and a covariance-based structural equation modeling (CB-SEM) method is used to verify the assumptions. We used SmartPLS and SPSS to examine the data. The results show that the environmental performance of organizations is significantly and favorably impacted by green recruiting and selecting practices. Likewise, the link between the two variables (green recruitment and selection versus organizational environmental performance) is altered by autonomous and regulated motivations. The research presented here contributes in a number of ways to the body of knowledge on green HR. It first applies to Pakistani organizations the findings of studies conducted in the West or elsewhere. Second, the positive correlation between green hiring and selection practices and the environmental performance of organizations is influenced by both autonomous and regulated reasons. Present are the theoretical contributions, management implications, constraints, and opportunities for further study.