Impact of Green Human Resource Management (GHRM) Practices on Organizational Environmental Performance through the Lens of Green Innovation in Twin Cities of Pakistan

Abstract

This study examines the impact of Green Human Resource Management (GHRM) practices on organizational environmental performance through the mediating role of green innovation, focusing on the chemical sector in Islamabad and Rawalpindi, Pakistan. Using a mixedmethods approach, the study collected data from 200 employees through structured surveys and conducted semi-structured interviews with HR and sustainability leaders. Quantitative findings reveal a significant positive relationship between GHRM practices—such as green recruitment, training, performance appraisals, and rewards—and environmental performance. Green innovation emerged as a critical mediator, amplifying the impact of GHRM practices on sustainability outcomes. Thematic analysis of qualitative data identified key enablers, including leadership commitment, employee engagement, and the strategic integration of green practices, alongside barriers like limited resources and resistance to change. The study contributes to the literature by emphasizing the role of green innovation as a bridge between eco-friendly HR strategies and sustainable organizational performance in the chemical sector. Practical recommendations include prioritizing green training programs, incentivizing sustainable behaviors, and fostering a culture of green innovation. These insights are particularly relevant for organizations in developing economies seeking to balance growth with environmental stewardship.