Psychological Ownership, Sustainable Work Environment, and Green HR Practices on Employee Engagement: Mediating Role of Organizational Commitment

Abstract

In recent years, organizations in Pakistan have increasingly emphasized sustainability practices; however, effectively engaging employees remains a persistent challenge. In particular, insufficient attention to employees’ psychological attachment to the organization often limits the effectiveness of sustainability initiatives. Therefore, the objective of this study is to examine the impact of psychological ownership, sustainable work environment, and green HR practices on employee engagement, with the mediating role of organizational commitment. This study adopts a quantitative research design, collecting data through structured questionnaires from employees working across various sectors in Pakistan. Established measurement scales were employed, and the data were analyzed using structural equation modeling to test the proposed relationships. The findings reveal that psychological ownership, sustainable work environment, and green HR practices all have a significant positive effect on employee engagement. Furthermore, organizational commitment partially mediates these relationships, indicating that employees who feel a stronger sense of ownership and experience supportive sustainability practices are more likely to develop emotional attachment, which in turn enhances their engagementIn recent years, organizations in Pakistan have increasingly emphasized sustainability practices; however, effectively engaging employees remains a persistent challenge. In particular, insufficient attention to employees’ psychological attachment to the organization often limits the effectiveness of sustainability initiatives. Therefore, the objective of this study is to examine the impact of psychological ownership, sustainable work environment, and green HR practices on employee engagement, with the mediating role of organizational commitment. This study adopts a quantitative research design, collecting data through structured questionnaires from employees working across various sectors in Pakistan. Established measurement scales were employed, and the data were analyzed using structural equation modeling to test the proposed relationships. The findings reveal that psychological ownership, sustainable work environment, and green HR practices all have a significant positive effect on employee engagement. Furthermore, organizational commitment partially mediates these relationships, indicating that employees who feel a stronger sense of ownership and experience supportive sustainability practices are more likely to develop emotional attachment, which in turn enhances their engagement.