Abstract:
The purpose of this study is to examine the role of green human resource management (GHRM) on environmental performance and the mediating role of green organizational culture (GOC). This qualitative study used the survey approach. A qualitative technique was chosen because it enables both objective examination of the relationship between factors and prediction. This study used convenience sampling and the structured model analysis approach to evaluate the data. IBM SPSS Statistics 26 and AMOS software were used to accomplish the hypothesis of the study. The measurement model was used to evaluate reliability and validity, and the structural model was used to examine the proposed relationship. This research investigated the factor of GHRM on environmental performance (EP). Also, this study investigated how GOC mediates EP and practices of green HRM in the Information Technology (IT) sector. The resulting outcome shows that green job description (GJD) has a sustainable impact on EP; green selection and recruitment (GRS) has no sustainable influence on EP; green training and development (GTD) has a sustainable influence on EP; then green performance assessment (GPA) has a sustainable influence on EP; and finally, GPA has a sustainable impact on EP. The findings of this study show that GJDs, green compensation management, GPA and GTD have a sustainable influence on EP. Furthermore, it was discovered that GOC has a mediating effect on GHRM and EP. This study concludes that green components including green tangible assets and management assistance are essential for achieving a high level of EP.
