The Spillover Impact of Green HRM on Non-Green Outcomes in Logistics Industry: Mediating Role of Organization Pride and Moderating Role of Ethical Leadership Style and Psychological Empowerment

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This study examines the direct and indirect effects of green human resource management (GHRM) on job satisfaction, with organizational pride as a mediator and ethical leadership and psychological empowerment as moderators. Data were collected in three waves from 308 respondents in Pakistan’s logistics industry, with hypotheses tested using PLS-SEM through SmartPLS. Findings reveal that GHRM positively influences employee job satisfaction, with organizational pride playing a significant mediating role. Ethical leadership further strengthens the GHRM-job satisfaction link by amplifying the positive effects of organizational pride, while psychological empowerment enhances the pride-satisfaction relationship, underscoring the importance of an empowering workplace culture. This research contributes to GHRM literature by addressing its less-discussed non-green outcomes, particularly in the logistics sector. By integrating organizational pride, ethical leadership, and psychological empowerment, the study provides a comprehensive understanding of factors influencing GHRM’s effectiveness. These insights help organizations balance sustainability goals with employee-centric approaches, offering actionable strategies to benchmark practices and gain a competitive edge in fostering both environmental responsibility and employee well-being. For policy makers, the findings suggest that promoting GHRM frameworks in logistic industries, particularly in the vulnerable developing countries not only advances environmental goals but also improves employees’ well-being.