Published July 14, 2026 | Version v2
Journal article Open

GREEN HRM PRACTICES, EMPLOYEE GREEN BEHAVIOR, AND ORGANIZATIONAL ENVIRONMENTAL PERFORMANCE: MEDIATING ROLE OF GREEN PSYCHOLOGICAL CLIMATE AND MODERATING ROLE OF ENVIRONMENTAL LEADERSHIP

Authors/Creators

  • 1. PhD Scholar, Department of Business Administration [Gomal University, DI Khan], Pakistan
  • 2. Professor, Department of Business Administration [Gomal University, DI Khan], Pakistan
  • 3. Associate Professor, Department of Business Administration [Gomal University, DI Khan], Pakistan

Description

ABSTRACT:

Green Human Resource Management (Green HRM) has become a hot topic of research in organizational sustainability because of increased concerns about the environment and the expectations of stakeholders. Though in vogue, the psychological and leadership processes or mechanisms by which Green HRM is realised in the actual environmental outcomes of the organisation are still not well specified and have not received much empirical attention from researchers. This study creates and validates an integrative moderated mediation model based on Social Learning Theory (SLT), Conservation of Resources (COR) Theory and Ability-Motivation-Opportunity (AMO) Theory. It does so with the specific aim of testing the mediation of the relationship between Green HRM practices and Employee Green Behavior (EGB) by Green Psychological Climate (GPC) and the moderation of EL in the pathway between Green HRM practices and GPC–EGB– Organizational Environmental Performance (OEP). This study extends the time-lagged, multi-source survey design employed in its work across 312 manufacturing and service enterprises in Pakistan (N = 1,486 employee–supervisor dyad surveys, in three time waves, spaced 6 months apart with a total duration of 18 months), employing partial least squares structural equation modeling (PLS SEM) using SmartPLS 4.0 with moderated mediation testing using Hayes (2022) PROCESS Macro Model 14, and 5,000 bootstraps. Results confirm that Green HRM practices significantly and positively predict EGB (β = 0.412, p < 0.001) and OEP (β = 0.387, p < 0.001). The Green HRM–EGB relationship is partially mediated by GPC, and Environmental Leadership partially moderates the direct Green HRM–OEP relationship as well as the indirect through GPC, with moderated mediation confirmed (GPC indirect effect = 0.198, 95% BCa CI [0.134, 0.267]; moderated mediation index = 0.089, 95% BCa CI [0.041, 0.152]). The results contribute to the theory of Green HRM and have actionable implications for HRM practitioners, sustainability officers and environmental policymakers of emerging economies.

Keywords: Green HRM; Employee Green Behavior; Organizational Environmental Performance; Green Psychological Climate; Environmental Leadership; PLS-SEM; Moderated Mediation; Pakistan; AMO Theory.

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