How green HRM shapes organizational attractiveness: a sequential mediation approach

Purpose Recently, the relationship between green human resource management (GHRM) and organizational attractiveness (OA) has garnered scholarly attention. However, understanding the mechanisms under which GHRM affects OA remains an important area of research and has not been well explored in the literature, particularly from the perspective of current employees. We have attempted to address this knowledge gap in this study by exploring the influence of GHRM on the OA of current employees, focusing on the sequential mediating role of green work engagement (GWE) and employee voice behavior (EVB) in this relationship. Design/methodology/approach Using a quantitative approach, data were collected using a structured survey of 215 employees in Qatari public sector organizations, which were analyzed via structural equation modeling with SmartPLS. Findings The findings demonstrate a positive link between GHRM and OA. While GWE significantly mediates the GHRM-OA relationship, EVB does not independently mediate this link but contributes to the combination with GWE, as the direct effect of GHRM on EVB is insignificant. More importantly, the findings emphasize the sequential mediating effect of GWE and EVB in the GHRM-OA relationship. Originality/value This study integrates multiple theoretical frameworks to explore the under-researched context of GHRM and its impact on current employees’ perceptions of OA. By focusing on public sector organizations in Qatar, key actors in advancing the national sustainability agenda under Vision 2030, this research offers unique empirical insights from a developing country context and addresses the gap in the literature that largely overlooks non-commercial, policy-driven organizational settings.