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ORIGINAL RESEARCH
Green Human Resource Management:
A Catalyst for Sustainable Organizational
Performance Through Improved Employee
Environmental Performance
1
Faculty of Social Sciences and Humanities, Universiti Teknologi Malaysia, 81310 UTM Johor Bahru, Malysia
2
Lecturer, Department of Economics, Virtual University of Pakistan, Faisalabad-38000, Pakistan
Submission date: 2024-04-29
Final revision date: 2024-08-14
Acceptance date: 2024-09-13
Online publication date: 2025-01-31
Publication date: 2025-11-04
Corresponding author
Jinyang Cao
Faculty of Social Sciences and Humanities, Universiti Teknologi Malaysia, 81310 UTM Johor Bahru, Malysia
Faculty of Social Sciences and Humanities, Universiti Teknologi Malaysia, 81310 UTM Johor Bahru, Malysia
Pol. J. Environ. Stud. 2025;34(6):7047-7069
KEYWORDS
Green Human Resource Management (GHRM)Employee Environmental Performance (EPP)Green Employee Empowerment (GEE)Individual Green Values (IGV)
TOPICS
ABSTRACT
This paper investigates the catalytic role of Green Human Resource Management (GHRM)
in promoting sustainable organizational performance through enhanced Employee Environmental
Performance (EEP). The primary aim is to explore the direct and indirect effects of GHRM on EEP,
with Individual Green Values (IGV) as a mediator and Green Employee Empowerment (GEE)
as a moderator. The present study adopted a mixed-method approach, which made the best use of
the quantitative data analysis through ANOVA, mediation, and moderation analysis, along with
qualitative thematic analysis through the case study. Research results reveal that GHRM has a positive
and significant effect on EEP directly. IGV partially mediates the relationship, and GEE positively
moderates this relationship – in other words, GHRM has a higher impact on EEP. A case study,
Greenway Enterprises, only serves to underline these findings by giving specific improvements of EEP
after the implementation of GHRM policies. Therefore, GHRM seems beneficial to improve sustainable
organizational performance in which the roles of IGV and GEE are essential to make it happen.
The implication is that the management of the organization should incorporate GHRM within
the framework of the organization’s strategy to have a sustainable culture from which the outcomes
of the environment can be improved. The contribution this research makes to the literature is that
it establishes through empirical ways that IGV has a mediating role and GEE has a moderating role
in the GHRM-EEP relationship. This paper is the first one to provide new insight into the combined
effect of human resource management with the individual values of employees on environmental
performance within the organization. This research is pioneering in its examination of the simultaneous
influence of GHRM policies and the individual green values (IGV) of employees on their environmental performance within the organization. By integrating these dimensions, it provides a more holistic
understanding of how personal and organizational factors interact to enhance sustainable practices.
CONFLICT OF INTEREST
The authors declare that they have no known competing financial interests or personal relationships that could have appeared to influence the work reported in this paper.
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