The place of human resource in developing workplace green behaviour model for eThekwini Municipality Durban, South Africa.

Abstract

Green human resources management practice is a pro-environmental behavioural strategy that can be employed by HRM departments or HR managers to make their organization adopt a green workplace culture or behaviour. Municipal government institutions, with their services centred focus, can help its employees and citizens, in general, adopt a pro-environmental behaviour lifestyle. Adoption of pro-environmental behaviours can help save the environment from the scourge of climate change and global environmental challenges. This study aimed to develop a workplace green behaviour model for a municipal institution and its employees. This way, employees can engage in environmentally sustainable practices. Consequently, the employees will contribute to saving the global environment by adopting green practices at their workplace. The study was a mixed-method empirical study conducted among the HR employees of a metropolitan municipality in South Africa. Data was collected through an in-depth interview schedule and a self- administered questionnaire survey. Results indicated that GHRM was not in use or in place at the selected municipal organization. Despite the absence of a GHRM strategy or policy, there were partial green recruitment structures in place for the employees. Green reward and compensation also used to have a recognition award for environmental sustainability initiatives, but presently this is no longer in practice. Although environmental sustainability was acknowledged by the municipality management in the integrated development plan (IDP) as one of the municipal goals, there was nothing to indicate managerial support and other efforts to reach the goal by the management. The findings from the data analysis also showed that the GHRM practices (green recruitment, green training, green reward & compensation, green performance management, and management support) were all significantly positive to influence employee workplace green behaviours. The study recommends that managerial support should institute green centred policies, the inclusion of the policies into the city’s strategic vision and mission, providing special funds for green projects, and drive a consistent massive awareness campaign. A further recommendation suggests that all GHRM practices, such as green recruitment, green training, green reward & compensation, green performance management, and managerial support, must be deliberately applied as a whole and not in part to achieve the desired pro-environmental behaviour. The significant contribution of this study was the proposed conceptual model on how to implement and operationalize greening culture at the municipality.