Effect of green human resource management practices on organizational sustainability: the mediating role of environmental and employee performance

The main purpose of research was to investigate the underlying strategies for enhancing “organizational sustainability” (OS). The study categorizes the existing literature, based on strategic choice theory and the attribution model, which reveals that green human resource management (GHRM) practices...

Full description

Saved in:
Bibliographic Details
Published in:Environmental science and pollution research international 2021-06, Vol.28 (22), p.28191-28206
Main Authors: Amjad, Fiza, Abbas, Waseem, Zia-UR-Rehman, Muhammad, Baig, Sajjad Ahmad, Hashim, Muhammad, Khan, Ayesha, Rehman, Hakeem-ur
Format: Article
Language:English
Subjects:
Aquatic Pollution
Atmospheric Protection/Air Quality Control/Air Pollution
Compensation
Data collection
Developing countries
Earth and Environmental Science
Ecotoxicology
Environment
Environmental Chemistry
Environmental Health
Environmental management
Environmental performance
Environmental science
Human resource management
LDCs
Manufacturing industry
Performance appraisal
Reinforcement
Research Article
Sustainability
Training
Waste Water Technology
Water Management
Water Pollution Control
Citations: Items that this one cites
Items that cite this one
Online Access:Get full text
Tags: Add Tag
No Tags, Be the first to tag this record!
Description
Summary:The main purpose of research was to investigate the underlying strategies for enhancing “organizational sustainability” (OS). The study categorizes the existing literature, based on strategic choice theory and the attribution model, which reveals that green human resource management (GHRM) practices play a crucial role in environmental management and organizational sustainability. This study investigates the impact of GHRM practices including training and development, performance appraisal, and reward and compensation on organizational sustainability through the mediating role of environmental performance and employee performance. A survey questionnaire methodology was used for data collection; data were collected from 165 managerial personnel in the textile industrial sector of Pakistan. The findings of the study showed significant effects of GHRM practices, i.e. (training and development, performance appraisal, and reward and compensation), on Organizational Sustainability, Similarly, this study empirically investigates the distinct mediating role of environmental performance and employee’s performance between GHRM practices and organizational sustainability. The study findings support the hypothesized model of mediation. The GHRM is an innovative idea in developing countries, and additional studies are needed to identify sustainability issues and evaluate the impacts of GHRM practices in the textile and manufacturing industries in Pakistan. 
ISSN:0944-1344
1614-7499
DOI:10.1007/s11356-020-11307-9