1Assistant Professor, Department of Accounting and Finance, SRM Institute of Science and Technology, Faculty of Science and Humanities, Ramapuram, Chennai, Tamilnadu, India - 600089.
2Vice Principal (A&R), HoD, PG Commerce & Research, Hindustan College of Arts & Science, Padur, Kelambakkam, Chennai 603103.
3Lecturer, Department of Commerce, Hindustan College of Arts and Science, Chennai-603103.
4Associate Professor, Department of Management Studies, Manakula Vinayagar Institute of Technology, Pondicherry-107.
5Assistant Professor, PG Department of Business Administration, RAAK Arts and Science College, Perambai, Vanur TK, Villupuram District-605110, Tamilnadu, India.
6Assistant Professor, Department of Commerce, Hindustan College of Arts & Science, Padur, Kelambakkam, Chennai 603103.
The growing emphasis on sustainability and environmental responsibility has compelled organizations, particularly in the information technology (IT) sector, to integrate green practices into their human resource management (HRM) frameworks. This study investigates the influence of Green HRM strategies on employee involvement in environmental programs, focusing on IT firms in Chennai. Six independent variables were examined: Green Recruitment and Selection, Green Training and Development, Green Performance Management, Green Compensation and Rewards, Green Workplace Practices, and Green Organizational Culture. The dependent variable is Employee Involvement in Environmental Programs. The research adopts a descriptive research design, and primary data was collected from 300 IT employees using a structured questionnaire based on a five-point Likert scale. Statistical tools such as descriptive analysis, Pearson correlation, and multiple regression analysis were employed to examine the relationships among variables.
The findings reveal that all six Green HRM dimensions exhibit significant positive correlations with employee involvement, with Green Workplace Practices (r = 0.874) and Green Organizational Culture (r = 0.856) emerging as the strongest predictors. The regression model explains 88.4% of variance in employee involvement, confirming the critical role of Green HRM in fostering sustainable competitive advantage. The study concludes that IT firms in Chennai must institutionalize Green HRM strategies to drive employee engagement and achieve long-term environmental sustainability.
Keywords: Green HRM, Sustainable Competitive Advantage, Employee Involvement, Environmental Programs, IT Firms, Chennai
How to cite this article: Priyanghaa M, Malarvizhi K, Malini NS, Arun C, Sundaramoorthy K, Sindhu J. Green HRM Strategies as Drivers of Sustainable Competitive Advantage: A Study of IT Firms in Chennai. Int J Drug Deliv Technol. 2026;16(10s): 515-522; DOI: 10.25258/ijddt.16.10s.64
Source of support: Nil.
Conflict of interest: None