ABSTRACT:
Sustainable Human Resource Management (SHRM) and Employee Innovative Behavior (EIB) have a substantial impact on the longevity and profitability of any business, assisting in achieving not just a competitive advantage but also organizational goals. The present study aims to explore the connection between SHRM and EIB. Hence, the study seeks to determine whether there exists any relationship between Organizational Sustainability (OS) and Environmental Sustainability (ES) with Employee Innovative Behavior (EIB), where Organizational Culture (OC) acts as a moderator, between the EIB and SHRM in the pharmaceutical industry of Bangladesh. This is a quantitative study that considered 129 pharmacists as respondents. SPSS version 27 software was used to examine data normality and common method bias test, while Smart PLS4 software was used to assess all required analyses such as convergent validity, discriminant validity, and hypothesis test. The result of the study unfolded that, there is a strong correlation between OS and EIB, even while organizational culture does not mitigate the association. Furthermore, corporate culture has no moderating role on the relationship between environmental sustainability and employee inventive behavior, despite the fact that there is a relationship between environmental sustainability and employee innovative behavior. The outcome of the study can be useful to the pharmaceutical companies in Bangladesh and abroad in improving their performance, environmental consequences, and social responsibility by encouraging innovative employee behavior, incorporating sustainability principles into supportive organizational cultures, and promoting sustainable practices.