Effects of Green Transformational Leadership and Green HRM on Employee’s Environmental Performance: The Mediating Role of Green Commitment and the Moderating Effect of Perceived Organizational Support

Abstract

This research explores how GTL and GHRM influence EEP synergistically, with GC as a mediating variable and POSE as a moderating variable. With increased climate change and resource scarcity, organizations are under greater pressure to go green, and, therefore, leadership and human resource management play a critical role in shaping the employee's behavior toward environmental sustainability. By using the AMO model and the Transformational Leadership Theory, the study explores how Green Talent Leadership and Green Human Resource Management align with organizational sustainability goals by encouraging environmentally sensitive employee behavior. This quantitative cross-sectional research used partial least square structural equation modeling (PLS-SEM) to analyze data from 402 employees in Pakistan's vast manufacturing sectors, including textiles, food and beverages, and pharmaceuticals. The findings support that GTL and GHRM have a significant effect on EEP, and GHRM also enhances GC. Furthermore, GC partially mediates the relationship between GHRM and EEP, whereas POSE has a significant effect on the relationship between GTL and EEP. The study implies that integrating leadership, HRM policies, and organizational support systems is required for eliciting sustainable environmental response behavior. These findings further add to the growing literature on green organizational behavior and present some actionable recommendations for enterprises, particularly those in developing countries, toward enhanced environmental sustainability through strategic leadership and human resource practices.