To effectively preserve the natural ecosystem and resources for future generations, it is important for the organisation to adopt environmental practices. Green human resource management (GHRM) has been identified as an important tool for the implementation of environmental practices in an organisation. Although GHRM has become a strategic practice for many successful corporations in Malaysia to engage in environmental management activities, little is known on how GHRM affects the green behaviour of employees in higher education institutions. Thus, adopting GHRM, this study extends Ability, Motivation and Opportunities (AMO) theory to identify the determinants of employee green behaviour in higher education institutions. Specifically, this study attempts to examine the effects of green recruitment and selection; green training and development; green performance management and appraisal; green reward and compensation; and green empowerment on in-role and extra-role employees’ green behaviour at a higher education institution. Findings yielded from a data analysis of 126 employees from a higher education institution in the East Coast Region of Peninsular of Malaysia show that in-role green behaviour is determined by green empowerment. Green empowerment and green performance management and appraisal, on the other hand, effect extra-role green behaviour. These findings can help organisations better understand employees’ green behaviour practices and, as a result, promote green behaviour among employees.
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