Smart usage of new technologies, like the metaverse, is altering the way organizations design and implement green HR practices. In this article, we explore how metaverse adoption, encompassing VR collaboration, immersive training, and digital HR spaces, affects firm environmental performance in the sustainability setting. Based on the Resource-Based View (RBV) and Ability-Motivation-Opportunity (AMO) theory, the model also treats green HR practices as a mediator and green transformational leadership as a moderator. The data were collected from HR managers working in the IT sector located in Riyadh, KSA, and the model was analyzed through SmartPLS 4.0. Findings indicate that metaverse adoption strongly influences the dimensions of green HR practices, which in turn positively influence firm environmental performance, therefore supporting the mediating role of green HR practices. Green transformational leadership positively moderated the relationship between green HR practices and firm environmental performance, suggesting that green transformational leadership will strengthen the positive relationship between GHRP and EP. This study adds to the sustainable HR and management literature by integrating the adoption of technology, green HR practices, and environmental performance and provides them in an integrated framework. The findings theoretically underscore the importance of the use of advanced digital applications to institutionalize sustainability HR projects and leadership styles that use directive and empowerment leadership practices combined. This model could be developed with cultural or organizational readiness antecedents to predict sustainability-related performance across the board.
Tanveer et al. (Tue,) studied this question.
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