Purpose This study examines how green human resource management (GHRM), directly and indirectly, individually and collectively, affects green creativity (GC), green psychological climate (PGC), green in-role behavior (GIB) and green extra-role behavior (GEB) in Pakistani small, medium, and large textile enterprises. The study examines how PGC mediates the relationship between GHRM and GIB, and GEB and ethical leadership (EL) moderate the relationship between PGC and GIB, and GEB. Design/methodology/approach The study was conducted in 2 phases: in phase 1 (N = 41 records), a systematic literature review was performed to identify the gaps, and in phase 2 (N = 412 managers and supervisors), a quantitative survey method was employed. Findings The results showed that GHRM positively impacted GC and PGC. GHRM practices, including employee involvement (GEI), training and development (GTD), and recruitment and selection (GRS), enhanced PGC. However, compensation and reward (GCR) and performance and management (GPM) do not significantly affect PGC. GHRM practices significantly influenced GIB and GEB, and in turn, PGC positively affects GIB and GEB. GIB and GEB also significantly contribute to GC. PGC does not mediate the relationships between GHRM and GIB, GEB. EL significantly moderates the relationship between PGC and GIB, improving green behavior in textile enterprises. Practical implications This study highlights the need for Pakistani textile companies, especially SMEs, to prioritize GHRM practices like green training and GEI. Policymakers should encourage the adoption of GHRM to align corporate practices with environmental goals. Originality/value This study is unique in examining how GHRM practices, directly and indirectly, and EL influenced PGC and employee green behaviors in Pakistani textile SMEs. It also examines how EL moderates GHRM, providing insights for environmental sustainability managerial strategies and policy frameworks.
Sharif et al. (Tue,) studied this question.