Impact of Green HRM Practices on Organizational Sustainability Performance: The Mediating Role of Employee Green Behavior

Abstract

This study investigated the impact of Green Human Resource Management (Green HRM) practices on organizational sustainability performance and examined the mediating role of employee green behavior. The research was grounded in the strategic human resource management and behavioral perspectives, emphasizing the importance of aligning HR practices with environmental objectives. A quantitative research design was adopted, and data were collected from employees across various organizations using structured questionnaires. Statistical analyses, including correlation, regression, and mediation testing, were conducted to examine the proposed relationships. The findings revealed that Green HRM practices had a significant positive effect on organizational sustainability performance. Furthermore, Green HRM was found to significantly influence employee green behavior, which in turn positively affected sustainability performance. Mediation analysis indicated that employee green behavior partially mediated the relationship between Green HRM and sustainability performance. These results suggested that HR policies contributed to sustainability outcomes primarily through employees’ environmentally responsible behaviors. The study highlighted the strategic role of HR systems in fostering a culture of environmental responsibility and enhancing long-term organizational performance. The findings provided both theoretical contributions and practical implications for organizations seeking to integrate sustainability into their human resource strategies and operational frameworks.