The Green Sanctuary: Examining GHRM Practices as a Buffer Against Workplace Stress and Turnover Intention

Abstract

This paper seeks to explain the role of stress in the relationship between Green HRM practices and turnover intentions. It should be noted that there are five dimensions of Green HRM practices that are used in this research paper namely Green Job Design, Green Recruitment and Selection, Green Health and Safety, Green Performance Management, Green Compensation Management and Turnover Intention. A 30 items instrument was developed and the data were collected from 300 employees of the IT sector of Karachi. Out of these 30 items, four items were used for measuring Green Job Design, three items were used for measuring Green Recruitment and Selection, three items were used for measuring Green Health and Safety, six items were used for measuring Green Performance Management, five items were used for measuring Green Compensation and Management, furthermore, six items were used for measuring stress and three items were used for measuring turnover intentions. In this regard, data were collected from 280 respondents who work for the IT Sector using convenience sampling technique. Structural Equation Modeling has been used using the AMOS Software. Results indicated that stress mediates the relationship between all the dimensions of Green HRM and the turnover intentions. Hence, it is recommended that managers in the IT should focus on green HRM practices to reduce the stress among the employees and the resultant turnover intentions.