The influence of green human resource management on environmental performance: An empirical study investigated in the pollutant industries of Pakistan

Abstract

This research mainly aims to test the impact of green human resource management (GHRM) on environmental performance (EP) and to determine whether corporate social responsibility (CSR) mediates the relationship between GHRM and EP and whether organizational citizenship behavior (OCB) moderates the relationships between CSR and EP. The paper relied on a quantitative research approach with a sample of 204 employees from the pollutant industries of Pakistan. In this paper, the partial least square approach (PLS‐SEM) was employed to verify the proposed hypotheses. The outcomes confirmed that GHRM has a positive impact on EP. Additionally, the findings indicated that CSR affected EP. It was also revealed that CSR fully mediates the linkages between GHRM and EP. This paper acknowledges the existing gaps in the prior literature and enables us to clearly understand the significance of GHRM in affecting EP via CSR as a mediator.

Unveiling the impact of corporate humanistic responsibility on sustainable employee well‐being: Exploring perceived support and shared experiences

“…Additionally, managers must develop strategies to identify and prioritize these two crucial mediators and consistently support humanistic activities for all employees. et al, 2021) and elevate overall performance (Shakil et al, 2024). Consequently, integrating CHR principles into organizational practices nurtures employee well-being and advances the broader agenda of sustainable development.…”

“…It encompasses practices that demonstrate care for employees and foster supportive, human-centered work environments. While many researchers advocate for integrating human resource management (HRM) practices into CSR efforts to promote sustainability (e.g., Sathasivam et al, 2021;Shakil et al, 2024), organizational endeavors often overlook critical areas, such as human and labor rights, failing to fully commit to CSR initiatives (Al Amri et al, 2019). HRM should adopt a personalized and humanized perspective on the employment relationship (Arnaud & Wasieleski, 2014;Cascio, 2000;De Gama et al, 2012).…”