Abstract

This study attributes to the existing literature on sustainability-related HRM practices by empirically examining the intervening role of environmentally responsive behavior in the association between Green HRM and organizational wellbeing. It focuses to explore how Green HRM practices can effectively improve environmentally responsive behaviors and how these behaviors contribute to financial, intellectual, occupational, and environmental wellbeing of an organization. A cross-sectional quantitative research design was employed, using structured surveys distributed among HR professionals in organizations with established Green HRM initiatives. The study exploits a conceptual framework through structural equation modelling to examine the relationship between among Green HRM and organizational wellbeing mediated by environmentally responsive behaviors. The results reveal that Green HRM practices have a significant impact on all four dimensions of organizational wellbeing. Environmentally responsive behavior was found to mediate these relationships, demonstrating that employees’ engagement in sustainability initiatives is a key conduit through which Green HRM translates into improved organizational outcomes. The study is limited to organizations with existing Green HRM frameworks and focuses on HR professionals with a minimum of five years of experience. Findings offer actionable insights for HR practitioners and organizational leaders seeking to embed sustainability into HR strategies. By adopting environmentally responsive behavior through targeted Green HRM practices, organizations can boost the level of employee engagement, reduce operational costs, and improve overall organizational wellbeing. Future research could explore longitudinal effects and include broader organizational roles to enhance generalizability.

This work is licensed under a Creative Commons Attribution 4.0 License.