The Impact of Green Hrm on employee motivation, engagement and retention to achieve SDG8

This study investigates the role of Green Human Resource Management (GHRM) as a strategic mechanism for advancing Sustainable Development Goal 8 (SDG 8), which emphasizes decent work and sustained economic growth. While existing literature predominantly associates GHRM with environmental performance, limited research has examined its influence on workforce-related outcomes within a sustainability-development framework. Addressing this gap, the present study develops an integrated model linking GHRM practices with employee engagement, motivation, and retention in the industrial context of Vadodara, Gujarat. Drawing upon the Resource-Based View, Ability–Motivation–Opportunity framework, Self-Determination Theory, and Stakeholder Theory, the study conceptualizes GHRM as a multidimensional HR architecture influencing both psychological and organizational outcomes. A quantitative research design was employed, with primary data collected from employees working in manufacturing, chemical, and pharmaceutical industries. Statistical techniques were utilized to examine relationships among variables and test mediating effects. The findings indicate that GHRM practices significantly enhance employee engagement and intrinsic motivation, which in turn positively influence retention outcomes. The results further suggest that sustainability-oriented HR systems contribute to workforce stability and productive employment, thereby supporting SDG 8 objectives. The study offers theoretical contributions by integrating HRM and sustainable development literature and provides practical insights for organizations seeking to align human resource strategies with sustainability goals.