Green Human Resource Management Practices in Pakistani Organizations: A Study of the Impact on Employee Engagement and Environmental Performance

Abstract

This study investigates the relationship between Green Human Resource Management (GHRM) practices, employee engagement, and environmental performance in Pakistani organizations. Using data collected from 384 employees across 47 organizations in manufacturing and service sectors, the research employed structural equation modeling to examine how GHRM practices influence organizational outcomes. Results indicate that GHRM practices—particularly green recruitment, training, performance management, and reward systems—positively influence both employee engagement (β = 0.43, p < 0.001) and environmental performance (β = 0.37, p < 0.001). Additionally, employee engagement mediates the relationship between GHRM practices and environmental performance. Organizational size and industry type moderate these relationships, with larger organizations and manufacturing firms demonstrating stronger effects. The findings contribute to the limited empirical research on GHRM in developing economies and provide practical implications for Pakistani organizations seeking to enhance sustainability initiatives while improving employee engagement. The study suggests that integrating environmental considerations into HRM functions can create mutual benefits for organizations, employees, and the environment.

Keywords: Green Human Resource Management, Environmental Performance, Employee Engagement, Sustainability, Pakistani Organizations, Green Recruitment, Green Training, Environmental Management, Sustainable Development