Green Human Resource Management Practices as Drivers of Organizational Sustainability: Evidence from Pakistan’s Manufacturing Industry

Abstract

The present study examines the influence of Green Human Resource Management (GHRM) practices on organizational sustainability within manufacturing firms in Pakistan. Specifically, the research focuses on three core dimensions of GHRM green recruitment and selection, green training and development, and green performance appraisal as independent variables, while organizational sustainability serves as the dependent variable. Drawing on the Resource-Based View (RBV) theory, this study proposes that adopting environmentally oriented HR practices enhances firms’ sustainable performance by promoting pro-environmental behavior among employees. Data were collected from 280 HR professionals and line managers through a structured questionnaire, and the hypotheses were tested using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings reveal that all three GHRM practices significantly and positively influence organizational sustainability, with green training showing the strongest effect. The study contributes to the growing literature on sustainable management by highlighting how HR practices can drive ecological and social responsibility in developing economies. Practical implications suggest that managers should integrate environmental objectives into HR policies to strengthen long-term sustainability outcomes.