Key points are not available for this paper at this time.
To develop a solid connection and alignment among a company's fundamental identification and its sustainable human resources management (HRM) techniques, the company's identity serves as a mediator among these two processes. A company's unique traits, ideals, and goals are all part of its organizational identity. The main objective of sustainable HRM is to manage human resources in a way which fosters long-term social, environmental, and economic sustainability. Since the previous few decades, organizations have been under pressure from their stakeholders to implement environmentally friendly business practices that present a significant challenge for management in maintaining their place in the fiercely competitive market. Improve some sustainable green procedures in its human resources division if the company wants to maintain its strategic reputation with stakeholders. This report provides a quick explanation of the significant effect that these Green Human Resource Management (GHRM) bundles had on environmental sustainability efficiency. Green performance management and pay, as well as green hiring, training, and participation, are its independent variables. Among independent and dependent variables, organizational citizenship behavior serves as a mediator. The quantitative data is collected via an online research, and the structural equation modeling SPSS test is applied to information from 402 participants. The results from the great majority of participants show that green performance management and compensation have an important influence on organizational civic conduct and environmental sustainability. Green training and involvement have the most influence on the dependent and mediating variables, while green hiring has the least.
Joshi et al. (Wed,) studied this question.