An SEM-based study on Intrinsic Motivation in the Education Sector: The role of GHRM Practices

Abstract

This paper presents a research model to establish the connection between GHRM methods and intrinsic motivation. In this GHRM and IM study, job satisfaction was the moderator, and environmental performance and green organization culture as mediators. Information was collected in this paper from both public and private universities in Karachi, Pakistan. Structural equation modeling was used to verify the connections among the abovementioned variables. The research findings support the idea that implementing GHRM practices improve environmental effectiveness that enhances intrinsic motivation The study's findings corroborate the hypothesized activation of the JP and OCB-O when teachers think about green OS.In conclusion, the effect of GHRM on JP and OCB-O is mediated by the perceived greenness of OS. Management should implement green HRM practices to attract and retain highly qualified employees who share the firm's commitment to environmental sustainability. Employees should contribute to solving issues related to sustainability and ecological sustainability. They should also take engagement in ongoing education initiatives that help them learn more about environmental sustainability and green management. The link between GHRM and intrinsic drive has not been sufficiently established. Furthermore, the mechanism linking GHRM to these results in performance is poorly understood.