Driving Sustainable Performance through Green HRM: The Mediating Role of Leadership and Organizational Culture
DOI:
https://doi.org/10.62737/rkeh5623Keywords:
Green HRM, Employee Performance, Sustainable HRM, Green Employee Involvement, Performance appraisal, Employee EngagementAbstract
This study examines how Green Human Resource Management (GHRM) influences employee performance (EP) through the mediating roles of green leadership (GL) and green organizational culture (GOC). Using data from 157 employees in ISO 14001-certified firms, the measurement and structural models were tested through CFA and SEM. Results reveal that GHRM positively affects EP, with GOC and GL serving as significant mediators. GOC nurtures shared sustainability-oriented values that promote eco-friendly behaviours, while GL motivates employees by modeling environmental responsibility and fostering green innovation. These mediating mechanisms ensure that GHRM practices effectively translate into measurable performance outcomes. The study enriches sustainable HRM literature by validating cultural and leadership pathways linking GHRM to performance. Practically, it suggests that firms should integrate green HR practices with leadership development and culture-building initiatives. Limitations include the cross-sectional design, ISO-certified sample, and focus on limited mediators, warranting future longitudinal and cross-sector research.
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