The Psychological Role of Green HRM in Improving Employee Well-Being and Environmental Sustainability

Abstract

Introduction: Sustainable growth is a need for running a business in today's world, where the gap between classes is growing and the surroundings are in trouble. Human resources (HR) are the beginning of a business. To achieve corporate sustainability, it is important to use sustainability to handle HR, because human resource management (HRM) can affect how a company interacts with its outside world in terms of how it affects the community and the surroundings.

Objectives: Thus, there is a rising interest in green HRM studies that investigate the benefits of incorporating environmental management into HRM. Green HR is the use of human resource management practices to encourage the conservation of natural resources inside businesses and, more broadly, to advance the reason for environmental preservation. Human resource management strategies that prioritize sustainability are an integral aspect of CSR activities. Green HR is comprised of two fundamental components: green HR processes and the protection of intellectual property.

Methods: The primary goal of this study was to examine the tactics used to improve "organizational sustainability" (OS). With the use of tactical decision theory and the responsibility model, this research organizes the current literature and finds that GHRM practices are essential for environmental management and the long-term viability of organizations.

Result: This research examines the role that environmental efficiency and the performance of workers play in mediating the connection between GHRM activities such as learning and growth, performance assessment, incentive and pay, and a sustainable organization.

Conclusions: Specifically, the research found that GHRM techniques (including, but not limited to, learning and growth, performance assessment, and incentive and pay) had substantial benefits on OS. The relationship among GHRM techniques and OS is also examined experimentally, with a focus on the unique mediation roles played by the environment's efficiency and employee performance. The data from this research provide credence to the mediation theory that was postulated. While the GHRM is a novel concept, further research is required to see whether and how it can be implemented in developing nations and what effects it has.