Green human resource management and work engagement: Linking HRM performance attributions

Socially responsible companies are adopting sustainability measures to mitigate their impact on the environment. The study investigates the role of green human resource management practices by examining their direct and indirect effect on work engagement. Drawing on the integration of four theories, this research addresses how GHRM practices influence work engagement across various manufacturing industries in North India. The research employed a cluster and purposive sampling approach, selecting districts in Haryana, Delhi, and Rajasthan based on industrial concentration. A judiciously chosen sample size of 362 respondents was deemed optimal, aiming for precision and reliability in exploring GHRM practices among employees and HR managers. Structural equation modeling revealed a significant association between GHRM and work engagement, mediated by managerial Support and HRM performance attributions. This study aims to fill the gaps in the literature by evaluating the repercussions of GHRM on HRM performance attributions, employing the Conservation of Resources and Attribution theory. The findings contribute valuable insights for organizations aiming to enhance employee engagement and HRM performance attributions through the strategic integration of GHRM.