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Corresponding Author

Shanmugam Sundararajan

Keywords

Green HRM, Organisational Sustainability, Pro-environmental Behaviour, Psychological Climate, GCSR, PLS-SEM

Document Type

Original Research Article

Abstract

In order to encourage employee sustainability behavior and achieve long-term organizational success, Green Corporate Responsibility and Sustainable Human Resource Management (HRM) departments place a strong emphasis on incorporating environmental principles into HR processes. Within the context of Green Corporate Social Responsibility (GCSR), this study investigates how Sustainable Human Resource Management (Green HRM) functions affect Organizational Sustainability through the mediating roles of Pro-environmental Behavior (PEB) and Pro-environmental Psychological Climate (PEPC). based on the Resource-Based View (RBV), Social Exchange Theory (SET), and Ability-Motivation-Opportunity (AMO) theory. By incorporating six essentials Green HRM practices-green hiring and selection, green training and development, green performance evaluation, green compensation and rewards, employee involvement in green initiatives, and green workplace policies-the study takes a multifaceted approach. 395 professionals from various industries were given a structured questionnaire, and partial least squares structural equation modeling (PLS-SEM) was used to analyze the results. The findings reveal that green recruitment, training, and reward systems significantly influence PEB, while green recruitment and reward systems significantly enhance PEPC. Furthermore, both PEB and PEPC exhibit strong positive effects on organizational sustainability (GCSR), confirming their mediating roles. The study contributes to the literature by offering an integrated model that links Green HRM practices with sustainability outcomes through behavioural and psychological values into HRM systems to foster sustainable organizational performance.

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