| dc.description.abstract | As drivers of innovation, universities play a central role in leading the transformation towards
a carbon neutral society. In this regard universities are under obligation to embrace
sustainability actions which inculcate employee’s green behavior for enhancing their overall
employee performance. Despite this, very few organizations have established green oriented
practices in Kenya without exception to public universities which suffer internal wastage and
lack optimal resource utilization amidst a reduction of government capitation. However, the
role of green human resource management practices on academic staff performance in public
universities remains relatively unexplored in Kenya. In this regard, this study assessed the
moderating role of OCB on the effect of Green HRM practices on employee performance in
public universities in Western Kenya. The study was guided by the following specific
objectives, to: determine the effect of green recruitment on employee performance, examine
the effect of green training and development practices on employee performance, assess the
effect of green reward management practices on employee performance, determine the effect
of green performance appraisal on employee performance, assess the effect of green reward
management practices on employee performance, analyze the moderating effect of
organizational citizenship behaviour on the relationship between of green HRM practices and
employee performance in public universities in Western Kenya. Study hypotheses were
formulated in line with the objectives. Relevant literature was reviewed to focus on the study
variables. Ability Motivation Opportunity, Institutional theory, Social Exchange Theory and
stakeholders ‘theory guided the study. Basing on a positivist philosophy, an explanatory
research design was adopted with a target population of 438 employees in top and middle level
management from 11 public universities in Western Kenya region out of which sample size of
209 respondents was picked. Data was collected using a questionnaire which was tested for
reliability and validity. Reliability was ensured through a Cronbach‘s Coefficient Alpha of
above 0.876, while validity was achieved by ensuring relevance of the research results with
theoretical approaches, literature reviews and factor analysis using principal Component
Analysis (PCA) to extract the factors. KMO test yield valued between 0.765 and 0.938,
qualifying the data for further analysis. Data collected was analyzed using descriptive statistics
of frequencies, percentages, and inferential statistics of correlation and multiple regression
analysis using SPSS version 25.0. The quantitative data was presented in tables while the
inferential statistics in form of linear regression were used to assess how green human resource
management practices (green reward management practices, green recruitment practices, green
training practices, and green performance management practices) influence employee
performance. On the first objective, the findings revealed that green reward management
practices influenced employee performance accounting for about 11.1% of variation in
employee performance in public universities in western region. The study results also indicated
that green recruitment practices partially influenced performance of employees in public
universities in western region, explaining up to 8.9% of their overall performance. Training
employees on green human resource management practices was found to have significant effect
on employee performance, accounting for 9.9% of variability in performance of academic staff
in universities in western region, and lastly, the study findings revealed that performance
management practices explained about 28.2% of employee performance in public universities.
The study also revealed that occupational citizenship behavior has a significant impact on
employee performance and can help universities achieve their sustainability goals. In summary,
green human resource management practices have a significant effect on performance of
academic staff in public universities. However, based on the study results, the researcher
recommends universities to further work on adoption of human resource practices aimed at
greening and sustainability. | en_US |
