Green HRM and Organizational Sustainability: A Quantitative Corporate Study

This study investigates intricate relationships between Green Human Resource Management (GHRM) practices and Organizational Sustainable Performance (OSP) in corporate sector. Employing a quantitative and deductive approach data was collected from 83 participants. A structured questionnaire with a Likert scale was used through convenient sampling. The study examines four independent variables: Digital Technologies (DT), Employer Green Behaviors (EGB) Green Training and Development (GTD) and Green Career (GC) as potential contributors to OSP. The analysis reveals strong positive impact of Digital Technologies, Employee Green Behavior and Green Career on Organizational Sustainable Performance. However Green Training showed little to no effect on the dependent variable.This research aligns with resource-based view (RBV) positing that organizations with valuable, rare inimitable and non-substitutable resources achieve competitive advantage and long-term performance. The findings underscore the importance of integrating GHRM practices with strategic objectives. These objectives encompass economic, social and environmental aspects to achieve sustainable organizational outcomes. Moreover this study highlights the necessity of fostering culture of sustainability through effective HRM strategies. These strategies resonate positively with employees and the public. They ensure the longevity of their impact. The implications of this study are significant for corporate leaders and policymakers. They aim to enhance organizational sustainability by leveraging GHRM practices. Future research should explore the mechanisms through which these practices influence OSP. It should also examine the role of public acceptance and organizational resilience in sustaining these outcomes.