Green HRM and Environmental Responsiveness: A Strategic Pathway to Enhancing Organizational Wellbeing in Sustainability Era

This study contributes 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 well-being. It focuses on exploring how Green HRM practices can effectively improve environmentally responsive behaviors and how these behaviors contribute to the financial, intellectual, occupational, and environmental well-being 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 green HRM and organizational well-being mediated by environmentally responsive behaviors. The results reveal that Green HRM practices have a significant impact on all four dimensions of organizational well-being. 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 focus 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 well-being. Future research could explore longitudinal effects and include broader organizational roles to enhance generalizability.