Supporting Sustainable Development Goals Through Green Human Resource Management Practices and Employee Green Performance: Role of Employee Commitment as a Mediator

This is the authors' abstract. We don't add key points for this paper.

Objective: This study aims to predict the impact of Green Human Resource Management (GHRM) practices on employees' green performance through employee commitment as a mediating variable to supporting sustainable development goals (SDGs) Theoretical Framework: A research model extending tripple bottom line theory was developed to examine the influence of GHRM on employee green performance. Method: An online questionnaire was distributed to 379 respondents using purposive sampling, and the data were analyzed using the Partial Least Squares-Structural Equation Modeling (PLS-SEM) method. Results and Discussion: The results of the study indicate that GHRM practices have a significant impact on employee commitment. Furthermore, both GHRM practices and employee commitment significantly enhance employees' green performance. Moreover, employee commitment partially mediates the effect of GHRM practices on employees' green performance. Research Implications: Organizations can utilize these findings to design policies and programs focused on developing commitment and performance related to organizational sustainability. Originality/Value: This research examines sustainability indicators at the individual level and the integration of individual contributions at the organizational level, highlighting green performance as a key novelty.