Going green and sustainable: The influence of green HR practices on the organizational rationale for sustainability

•Employees need to perceive their organization’s commitment to sustainability.•This process is known as the “organizational rationale for sustainability”.•Green HR practices are part of a sustainable strategy and may influence that perception.•Green hiring is crucial for older employees, while younger ones need green training.•Green compensation is surprisingly irrelevant. Organizations that go green need their employees to perceive that sustainability is a priority in order to increase pro-sustainability behavior. Several factors can influence how employees perceive their organization’s commitment to sustainability; however, no research has yet explored how green human resource management can influence that perception. This study thus examines the role of green hiring, green training, and green compensation, along with age and gender, in sustaining the organizational rationale for sustainability (ORS). Results from a sample of 275 Portuguese employees, analysed through the fuzzy-set qualitative comparative analysis (fsQCA), shows that perceived ORS is mainly grounded in green hiring, and to a lesser extent, in green training. Green hiring is especially important for older employees, whereas younger employees require green training. Green compensation is surprisingly irrelevant. The study is useful for researchers and practitioners who seek to understand employees’ perception about the value and priority their organizations give to sustainability.