Purpose This study aims to explore how digital transformation (DT) influences green HRM (GHRM), remote work flexibility (RWF) and work engagement (WE). It also investigates how GHRM acts as a mediator between DT and RWF, as well as between DT and WE. Design/methodology/approach This study adopted a quantitative approach and analyzed the data using SmartPLS 4. A total of 471 samples were included in the data analysis at 2 distinct time intervals, with a gap of three months. The measurement and structural models were assessed and tested for the designed hypothesis using the partial least squares structural equation modeling method. Findings The results reveal that DT, as an independent variable, significantly affects GHRM, RWF and WE. Furthermore, GHRM positively affects remote work flexibility and work engagement. However, GHRM established a partial mediation role between DT and RWF. Further, the relationship between DT and WE is also mediated by the existence of GHRM. Practical implications Organizations undergoing GHRM necessitate crucial investments in DT. Managers ought to give priority to GHRM activities to gain a comprehensive understanding of the value of DT, rather than exclusively concentrating on the superficial return on investment resulting from the shift. Expanding the accessibility of remote work flexibility can offer opportunities to decrease the physical space occupied by corporate offices. Originality/value This study reveals how digital transformation fuels remote work flexibility and work engagement through GHRM, demonstrating their powerful synergy in creating sustainable, high-performing workplaces.
Meher et al. (Mon,) studied this question.