The Green Innovation Engine: How GHRM Practices Influence Sustainable Performance in Manufacturing Industries

Abstract

Green HRM, which focuses on environmental sustainability in the context of HRM, is a relatively new term that has seen a dramatic change in recent years. The individuals who work for a company are its most important valuable asset. Wherever HRM is responsible for the company's environmentally conscious initiatives is the focus of this green HRM practice study. This study takes green innovation (GI) into account as a mediator between green HRM practices i.e., green recruitment & selection (GRS), green training & development (GTD), green compensation benefits (GCB), green performance management (GPM), green employee relation (GER) and sustainable performance (SP) in manufacturing industries of Khyber Pakhtunkhwa. In order to accomplish the study objectives, this study collect data from 240 managerial level employees who working in manufacturing industries. This study used analysis tool SPSS V25 for data analyzing. Based on findings, GHRM practices i.e., GRS, GTD, GCB, GPM, and GER has significantly and positively influence sustainable performance. Furthermore, green innovation (GI) partially mediates the relationship GHRM practices i.e., GRS, GTD, GCB, GPM, GER and sustainable performance. The research could prove to be helpful in a number of different ways, including in terms of concept, methodologically, and practically. These interested parties include senior management of companies, researchers, human resource professionals, and the Pakistan security exchange commissions.