The objective of this study is to investigate the impact of green human resource management practices (GHRMPs), including green involvement, green motivation, green skills development, green rewards and green selection, on employees’ performance and turnover intention among employees of three-star, four-star and five-star hotels. The study also examines the moderating role of the work environment based on the social exchange theory. Data were collected from 419 hotel employees using structured questionnaires measured on a 7-point Likert scale. Structural equation modelling was employed to analyse the data. The findings reveal that GHRMPs positively influence employee performance and negatively affect turnover intention. Employee performance mediates the relationship between GHRMP and turnover intention. Furthermore, the results demonstrate that the work environment moderates the association between GHRMPs and employee performance, as well as the relationship between GHRMPs and turnover intention. Findings suggest that hotels can improve employee performance and reduce turnover intention by implementing GHRMPs and nurturing a positive work environment, thereby achieving sustainable operations and gaining a competitive advantage.
Masud et al. (2026) studied this question.