Green Human Resource Management and Employee Green Behaviour: The Mediating Role of Environmental Commitment and Green Organizational Culture

Environmental sustainability has become a strategic priority for organizations, highlighting the importance of Green Human Resource Management (GHRM) in promoting environmentally responsible employee behaviour. Drawing on the Ability–Motivation–Opportunity (AMO) framework and Social Identity Theory, this study examines the influence of GHRM on Employee Green Behaviour (EGB) through the mediating roles of Environmental Commitment (EC) and Green Organizational Culture (GOC). A quantitative cross-sectional survey was conducted among employees of manufacturing and service organizations implementing sustainability initiatives. Data from 374 respondents were analysed using covariance-based structural equation modelling (CB-SEM). The findings reveal that GHRM positively influences employee green behaviour both directly and indirectly by strengthening employees’ environmental commitment and fostering a green organizational culture. Both mediators exhibited significant partial mediation effects, demonstrating that psychological and organizational mechanisms jointly explain how green HR practices encourage environmentally responsible workplace behaviour. The study extends sustainable HRM literature by integrating individual- and organizational-level mediating mechanisms within a unified theoretical framework. The findings also provide practical guidance for organizations seeking to strengthen sustainability performance through strategically designed green HR practices.