The Relationship Between Green Human Resource Management, Employee Green Behavior, Green Organizational Culture and Organizational Sustainability of SMEs in Bangkok and Surrounding Metropolitan Areas

Abstract

This research aimed to 1) study the level of opinions regarding Green Human Resource Management (Green HRM) and Organizational Sustainability (ESG), and 2) investigate the structural equation model of the relationships among Green Human Resource Management, Green Organizational Culture, and Employee Green Behavior with organizational environmental sustainability. A mixed-methods research design was employed, beginning with a quantitative survey. The sample consisted of 400 small and medium-sized enterprise (SME) entrepreneurs. Data were collected via a website and analyzed using descriptive statistics (percentage, mean, standard deviation) and Structural Equation Modeling (SEM) with AMOS software. For the qualitative research, in-depth semi structured interviews were conducted with 10 key informants. The analysis and conclusions were drawn by referencing real-world situations and utilizing data analysis components. The model's goodness-of-fit, derived from the researcher's hypotheses and empirical data, was assessed against established acceptance criteria. All specified fit indices were found to be acceptable (passed), as follows the Chi-square P-value was 0.721, CMIN/df was 0.975, CFI was 1.000, GFI was 0.928, and RMSEA was 0.000. Furthermore, this model demonstrated a very good ability to explain the variance of the dependent variables. Specifically, the Organizational sustainability (ESG) variable had a high R-squared value of 0.92, followed by employee green behavior (EGB) with an R squared of 0.81, and green organizational culture (GOC) with an R-squared of 0.75.