The Association Between Green Human Resource Management Practices and Organizational Sustainability

This study addresses limited evidence comparing the relative associations of three Green Human Resource Management (GHRM) practices—green recruitment and selection, green training and development, and green employee involvement—with perceived organizational sustainability in Saudi Arabia. These practices were selected because they represent workforce entry, capability development, and employee participation. A quantitative cross-sectional survey was carried out involving 394 employees from both public and private sector organizations in the Central, Western, Eastern, and Northern regions of Saudi Arabia. Data were examined through confirmatory factor analysis, correlation analysis, and multiple regression utilizing heteroscedasticity-robust standard errors. The model accounted for 53.0% of the variation in perceived organizational sustainability. Green recruitment and selection showed the largest positive association (β = 0.412, p < 0.001), followed by green training and development (β = 0.237, p < 0.001) and green employee involvement (β = 0.162, p = 0.006). These associations remained significant in adjusted and sensitivity analyses. The study contributes by comparing the relative associations of the three GHRM practices simultaneously rather than treating GHRM as a single aggregate construct, thereby providing a clearer basis for targeted HR strategies and sustainability initiatives.