Green Human Resource Management and Environmental Performance: The Mediating Role of Employee Commitment and the Contingent Effect of Organizational Culture

Abstract

Organizations are increasingly implementing Green Human Resource Management (GHRM) practices to enhance Environmental Performance (ENVP) in response to growing sustainability demands. However, the pathways through which GHRM impacts ENVP, particularly the mediating role of Employee Commitment (EMPC) and the moderating effect of Organizational Culture (ORGC), remain insufficiently explored. This study employs a quantitative approach, collecting data from 348 valid responses through convenience sampling in Oman’s service sector. Partial Least Squares Structural Equation Modeling (PLS-SEM) was used to analyze direct, mediating, and moderating effects within the proposed framework. The results reveal that GHRM practices positively impact ENVP both directly and indirectly through EMPC. Employees’ commitment mediates this relationship by converting organizational sustainability strategies into tangible outcomes such as resource conservation and waste reduction. Additionally, ORGC moderates the GHRM-ENVP relationship, with supportive cultures amplifying the impact of GHRM practices on sustainability goals. This study underscores the strategic importance of integrating GHRM practices with a supportive culture to achieve superior environmental outcomes. By bridging theoretical gaps, it provides insights for policymakers and leaders to embed EMPC and ORGC into sustainability frameworks, aligning organizational practices with global environmental objectives.