Green HRM practices enhance environmental performance through the mediation of carbon mitigation

Achieving environmental sustainability has become a fundamental concern for business organizations. Different national and international regulatory bodies are also setting standards in this regard. Complying with these standards has emerged as a survival necessity for most business organizations today. Therefore, this study examines the associations between Green Human Resource Management (GHRM) practices and organizations’ Environmental Performance (EP) through the mediation of Carbon Mitigation (CM). This study employed a quantitative research approach and collected data using an online survey questionnaire. Purposive sampling was utilized to select 369 employees working in the banking sector. To analyze the data, Structural Equation Modeling (SEM) was applied using SmartPLS 4 software. The findings indicate that Green Recruitment Practices (GRP), Green Employee Relations (GER), Green Training and Development (GTD), and Green Compensation Structure (GCS) are positively associated with carbon mitigation and environmental performance. Moreover, the results indicate that carbon mitigation statistically mediates these relationships within the proposed model. The findings offer practical implications that might improve environmental outcomes by integrating carbon mitigation strategies into Green HRM initiatives.