EXAMINING GREEN HRM IMPLEMENTATION AFFECTS VIA ORGANIZATIONAL SUSTAINABILITY. A MEDIATION ANALYSIS

Abstract

The escalating importance of environmental sustainability has made Green Human Resource Management (GHRM) a strategic shift to sustainable organizational outcomes. This study is based on the Resource-based View (RBV) theory and seeks to understand the effects of GHRM on organizational sustainability as well as explore the mediating effects of employee satisfaction and green job performance. A structured questionnaire was used to collect data from 345 employees of textile industry in Pakistan. The proposed model was tested using the Partial Least Squares Structural Equation Modeling (PLS-SEM) software developed by SmartPLS 4.0. The finding reveals that GHRM has considerable positive effect on organizational sustainability, satisfaction of employees and the performance of green activities. Additionally, employee satisfaction and green job performance partially mediated the association between GHRM and organizational sustainability, demonstrating a complementing partial mediation. Thus, this study does not only add to the vast GHRM literature but also gives empirical evidence in a developing country context and emphasizes the role of employee-centered mechanisms in attaining organizational sustainability. The results have important implications for managers who want to incorporate sustainability goals into HRM.

Keywords: GHRM, Organizational Sustainability, Employee Satisfaction, Green Job Performance, Resource Based View, PLS-SEM and Textile Industry.