Effect of green human resource management practices on organizational sustainability: the mediating role of environmental and employee performance

The main purpose of research was to investigate the underlying strategies for enhancing organizational sustainability (OS). The study categorizes the existing literature, based on strategic choice theory and the attribution model, which reveals that green human resource management (GHRM) practices play a crucial role in environmental management and organizational sustainability. This study investigates the impact of GHRM practices including training and development, performance appraisal, and reward and compensation on organizational sustainability through the mediating role of environmental performance and employee performance. A survey questionnaire methodology was used for data collection; data were collected from 165 managerial personnel in the textile industrial sector of Pakistan. The findings of the study showed significant effects of GHRM practices, i.e. (training and development, performance appraisal, and reward and compensation), on Organizational Sustainability, Similarly, this study empirically investigates the distinct mediating role of environmental performance and employee's performance between GHRM practices and organizational sustainability. The study findings support the hypothesized model of mediation. The GHRM is an innovative idea in developing countries, and additional studies are needed to identify sustainability issues and evaluate the impacts of GHRM practices in the textile and manufacturing industries in Pakistan.

Automated summary

The study found that green human resource management practices have a significant impact on organizational sustainability through the mediation of environmental performance and employee performance. Further research is needed to examine sustainability issues and evaluate the impacts of GHRM practices in the textile and manufacturing industries in developing countries.