The Role of Green Human Capital as a Mediator between Green HRM Practices and Environmental Performance: A Pathway toward Organizational Sustainability

Abstract

The current research was examining the effects of the green human resource management practices on the sustainable performance and Unlocking Sustainability and the Role of Green Human Resource Management Practices on Environmental Performance Integrate with the Mediating Role of Green Human Capital and the data collection through the developed the questionnaire, with the non-probability, convenience sampling technique in the current research study. The study data analysis through the help of the Smart pls version3, which is based on the primary data The data analysis through the SmartPLS versin.4.0, which explained the two-concept discussed, regarding the measurement model, and the structural model, through the measurement model, analysis the construct reliability, constrict validity, convergent validity, discriminant validity, also said to be the outer model, and with the help of the structural model, examines the hypotheses analysis, whether the research developed hypothesis supported or not supported. Through the results suggested that the green training and development do not support the human capital, because the probability value greater than 0.05. hence the hypothesis does not support. Further, results indicates that the green recruitment and selection not impact on the green human capital. But the above results suggested that the green evaluation and rewards and the green performance evaluation, and the green compensation has the positive impact on the human capital. The further results suggested that the green human capital mediating effects not support the green training and development with the organizational performance, and not mediates the relationship of the green recruitment and selection with the organizational performance. Further results indicates that the green human capital not mediates the relationship; of the green evaluation and rewards with the organizational performance, and not mediates with green performance evaluation with organizational performance, and further, not support the mediating effects of green human capital the mediating effects of green compensation and benefits with the organizational performance.