Harnessing green HRM and organizational support to curb workplace deviance: a hierarchical multiple regression analysis

This study aims to examine whether demographic factor as control variables influence the relationship between green human resource management (GHRM), perceived organizational support (POS) and workplace deviance. The effects of age, gender, marital status, religion, and employment category on deviant behaviour were examined. A quantitative, cross-sectional survey design was employed, using a self-administered questionnaire distributed to human resource personnel in a utility company. A total of 74 responses were obtained through simple random sampling and analyzed using hierarchical multiple regression to assess the effects of GHRM, POS, and demographic factors on deviant behaviour. The findings reveal a significant negative relationship between POS and deviant behavior, indicating that stronger organizational support reduces employee misconduct. Conversely, GHRM demonstrated no significant relationship with deviance, suggesting its role is more closely tied to sustainability initiatives than to shaping employee behavior. Demographic control variables showed only weak associations with deviant behavior, emphasizing that workplace deviance is influenced more by organizational factors than by personal characteristics. The study is limited by its focus on a single organization and reliance on self-reported data. Nonetheless, it provides practical insights for utility companies and similar organizations, highlighting the importance of strengthening organizational support to foster ethical conduct and reduce workplace deviance while reinforcing sustainable human resource practices.