Leadership as a predictor of the achievement of green goals: a Sri Lanka organization

The purpose of this paper is to investigate paths from leadership to job performance in a Sri Lanka military organization. Leadership was envisioned as having three alternate paths to job performance. The original path was from Leadershi to Green Human Resource Management to Job Performance. The secondary path was from Leadership, and Green Employee Engagement to Job Performance. The tertiary path was from leadership to job performance. Data was collected from officers from the Sri Lanka Navy completed a questionnaire measuring these variables. Structural equations models were used to analyze the data. The path of Leadership, Green Employee Engagement linked to Job Performance was significant. While the path from Leadership to GHRM was significant, GHRM did not influence Job Performance. The path from Leadership to Job Performance was insignificant. Leaders should inspire subordinates to view green goals as central life interest, to become emotionally attached to the firm, and demonstrate behavioral engagement through regular attendance and speaking well of the firm. To combat environmental challenges, leadership in a developing country like Sri Lanka, should capture the hearts and minds of subordinates.