Green Human Resource Management and Corporate Environmental Performance

Abstract

Growing environmental pressures, climate-related risks, resource scarcity and stakeholder expectations have compelled organizations to integrate sustainability into their core management systems. Although investments in cleaner technologies and environmental management systems remain important, corporate environmental performance ultimately depends on the knowledge, motivation, participation and daily conduct of employees. Green Human Resource Management, commonly known as GHRM, provides an institutional mechanism through which environmental priorities can be incorporated into recruitment, selection, training, performance appraisal, compensation, employee involvement and leadership development. This conceptual article examines the relationship between GHRM and corporate environmental performance by synthesizing theoretical arguments and contemporary empirical evidence. It explains how green HR practices develop environmental competencies, reinforce employee motivation and create opportunities for workers to participate in ecological initiatives. The article further examines the mediating roles of employee green behavior, psychological green climate, organizational commitment, green innovation and green organizational culture. Corporate environmental performance is discussed as a multidimensional outcome encompassing emissions reduction, energy efficiency, waste minimization, sustainable resource use, regulatory compliance and environmentally responsible product and process innovation.