Impact of Transformational Leadership on Eco-Friendly Employee Behavior: Mediating Role of Green Human Resources Management, And Moderating Role of Green Work Climate Perception

Impact of Transformational Leadership on Eco-Friendly Employee Behavior: Mediating Role of Green Human Resources Management, and Moderating Role of Green Work Climate Perception

*Abdul Mateen Qasmi., Iqbal Ahmed Khan., Amina Imtiaz

Department of Management Sciences, Riphah International University, Islamabad, Pakistan

*Correspondence Author

Publication Information

Journal Title: International Journal of Research and Innovation in Social Science (IJRISS)
Author(s): Qasmi.,*Abdul Mateen ;Khan., Iqbal Ahmed ;Imtiaz, Amina
Published On: 12/31/2025
Volume: 9
Issue: 14
First Page: 1960
Last Page: 1969
ISSN: 2454-6186

Cite this Article Qasmi.,*Abdul Mateen ;Khan., Iqbal Ahmed ;Imtiaz, Amina
;Impact of Transformational Leadership on Eco-Friendly Employee Behavior: Mediating Role of Green Human Resources Management, And Moderating Role of Green Work Climate Perception, Volume 9  Issue 14, International Journal of Research and Innovation in Social Science (IJRISS),1960-1969, Published on 12/31/2025, Available at https://rsisinternational.org/journals/ijriss/articles/impact-of-transformational-leadership-on-eco-friendly-employee-behavior-mediating-role-of-green-human-resources-management-and-moderating-role-of-green-work-climate-perception/

Abstract

The study examines the impact of Transformational Leadership (TL) on eco-friendly behaviour of Employees (EFBE) with the mediation effect of Green Human Resources Management (GHRM) and moderation effect of Green Work Climate Perception (GWCP). In this systematic analysis a survey is conducted on 314 employees to explore the role of TL for EFBEE through GHRM and GWCP. Data is collected from the employees of Pharmaceutical Industry of Islamabad by using only google forms and analyzed through SPSS software to generate reports. The study is grounded in Transformational Leadership Theory (TLT) and findings revealed that TL has positive impact on EFBE, hence it is also found positive with mediation of GHRM whereas GWCP strengthened the relation between GHRM and EFBE.  In fact, the mediation effect of GHRM and moderation effect of GWCP is rigorously being explored in recent researches, as to this, the study added more significance into it. The diversified human resources engaged from the pharmaceutical industry Islamabad are the targeted population for this study; however, the generalizability of the result can be confined by the geography and industrial choice. To augment the viability of the result, it is directed to broaden the horizon of population in other industries as well as geographies. A convenience sampling technique is exerted; thus, it is suggested that future researchers should opt for purposive sampling to yield more robust results. The study interprets the analytical outcome of TL on EFBE and through GHRM as well as significance of GWCP. Henceforth, more studies are suggested on green voice behaviour and adaptive performance with other efficient practices of leadership styles. In addition to all, study offers rational and applicable insight to green business leaders, change agents and decision makers of pharmaceutical and other business for adapting EFBE by practicing TL and GHRM.

Keywords: Transformational leadership, Green human resource management, Green work climate perception, Eco-friendly behaviour of employees, Transformational Leadership Theory (TLT).