Impact of Green HRM implementation on organizational sustainability in IT sector
A mediation analysis
Bibliographic Data
| ID | 6455933 |
|---|---|
| Authors | Rakesh Naik Vadithe (0000-0002-8037-2933), Rubvita Chadha Rajput, Bikrant Kesari (0000-0003-3363-3421) |
| Year | 2025 |
| Volume | 9 |
| Pages | 100507-100507 |
| Publication date | 2025-02-26 |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Sustainable Futures (JOURNAL) |
| Journal identifiers | ISSN: 2666-1888 |
| Publisher | Elsevier BV (PUBLISHER) |
| DOI | 10.1016/j.sftr.2025.100507 |
| OpenAlex | W4407959049 |
| Language | EN |
| Citations received | 3 |
| References cited | 38 |
As organizations increasingly seek sustainable practices to address environmental challenges, Green human resource management (Green HRM) emerges as a critical strategy for integrating environmental management into HR practices. This study explores the impact of Green HRM implementation on organizational sustainability, focusing on the mediating roles of meaningfulness of work, employee job satisfaction, and green job performance. Data were collected from 344 IT employees in India, and the proposed model was tested using partial least squares structural equation modeling (PLS-SEM) via SmartPLS 4.0. The findings reveal that Green HRM implementation positively influences the meaningfulness of work, employee job satisfaction, green job performance, and organizational sustainability. Furthermore, meaningfulness of work significantly impacts organizational sustainability and employee job satisfaction. Similarly, green job performance positively impacts organizational sustainability and job satisfaction. Additionally, employee job satisfaction has positively influence on organizational sustainability. The mediating analysis indicates that meaningfulness of work, employee job satisfaction, and green job performance act as partial mediators in the relationship between Green HRM implementation and organizational sustainability. This study enriches the existing literature by how Green HRM practices foster a sustainable organizational environment through improved employee experiences and performance. The findings offer valuable insights for HR professionals committed to integrating environmental sustainability with HR strategies, highlighting the importance of comprehensive Green HRM approaches in achieving long-term organizational sustainability
Business · Green computing · Knowledge management · Mediation · Sociology · Sustainability · Business and Economic Development · Computer Science · Environmental Sustainability in Business · Organizational and Employee Performance
Statistical Power Analysis for the Behavioral Sciences
Partial least squares structural equation modeling in HRM research
Dynamic capabilities
Green Human Resource Management and Green Supply Chain Management
PLS path modeling
On Corporate Social Responsibility, Sensemaking, and the Search for Meaningfulness Through Work
Cross-Validatory Choice and Assessment of Statistical Predictions
Beyond the business case for corporate sustainability
A new criterion for assessing discriminant validity in variance-based structural equation modeling
When to use and how to report the results of PLS-SEM
Evaluating Structural Equation Models with Unobservable Variables and Measurement Error
Common Method Bias in PLS-SEM
How do green HRM practices affect employees’ green behaviors? The role of employee engagement and personality attributes
The moderator–mediator variable distinction in social psychological research
| Citations per year | 3 |
|---|---|
| Citation span | 2025 - 2026 (2) |
| Highly cited | No |