Green HRM impact on environmental performance in higher education with mediating roles of management support and green culture

Purpose This paper aims to investigate the direct relationship between green human resource management (GHRM) practices and environmental performance (EP) in Palestinian universities, as well as the mediating role of management support (MS) and green organisational culture (GOC) in this relationship. Design/methodology/approach A quantitative approach was used in this study. The data were collected from 351 employees working in Palestinian universities through a questionnaire and analysed using partial least squares structural equation modelling. Findings The study finds that the implementation of GHRM practices positively enhances EP. The results further demonstrate that GHRM practices influence both MS and GOC. Furthermore, this study reveals that both MS and GOC play a significant role in mediating the relationship between GHRM and EP. Practical implications This study adds to the existing literature by providing a conceptual framework and empirical evidence of the correlation between GHRM, GOC, MS and EP, specifically in university settings. Educational institutions can use this study’s findings to foster a green culture and gain endorsement from top-level management. This approach promotes the adoption of eco-friendly practices and the development of environmental strategies that can influence EP. Originality/value This study contributes to the field by enhancing the understanding of the ability–motivation–opportunity theory in the context of Palestinian universities. Specifically, this study investigates how GHRM practices and GOC establish core competence for sustainable EP. Furthermore, the findings reveal a positive influence of GHRM practices on both GOC and MS. Finally, this study’s empirical evidence highlights the significance of GHRM practices in fostering GOC, MS and, ultimately, improving EP within universities.