Investigation from Green Human Resource Practices to Green Innovative Performance in Pakistani Manufacturing Firms
DOI:
https://doi.org/10.62843/jrsr/2025.4d136Keywords:
Green Human Resource Management Practices, Green Innovation Performance, Green Organizational CultureAbstract
Green Human Resource Management (GHRM) has emerged as a key catalyst to sustainable performance, however, empirical studies of its impact on green organizational innovation, especially within the manufacture sector of developing economies, are limited. This descriptive study examines how green human resource practices, namely, green recruiting and selection (GRS), green training and development (GTD), green compensation and benefits (GCB), and green innovation performance (GIP) affect the green innovation performance of firms by looking at both the direct and indirect impacts. Besides, the research investigates green organizational culture (GOC) as a possible mediating variable that can be used to connect these practices with better environmental performance. Using questionnaire survey, the data of 384 manufacturing employees in Pakistan was gathered. The analysis was done by using Smart Partial Least Squares 4 Structural Equation Modeling (PLS-SEM) and the hypotheses were tested. Results show that GOC plays a significant role in the correlation between green HR practices and green innovation performance and hence emphasizes the role of a favorable cultural environment in converting HR efforts into real environmental benefits. The findings are of significant theoretical and practical value as they bring the GHRM literature to a developing country manufacturing context, and practical relevance due to its implication of the importance of developing green culture to achieve a full potential on green HR investments.
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