The Impact of Green HRM on Sustainable Organizational Performance: Mediating Role of Pro-environmental Behavior and Moderating Role of Organizational Trust

This research illustrated the causal relationship between green human resource management (GHRM) practices and sustainable organizational performance, and substantiated the influence of employees' pro-environmental behavior and organizational trust on this association. Attempting to elucidate the relationship between GHRM and sustainable organizational performance is critical, as it clarifies the role of HRM in enabling firms to proactively address environmental issues and achieve competitive advantages. Based on survey data collected from 183 employees in the restaurant industry, the indirect effect of GHRM practices was confirmed, demonstrating that they exert a positive impact on sustainable organizational performance at the organizational level through the enactment of employees' pro-environmental behavior at the individual level. Moreover, the greater the organizational trust perceived by employees, the stronger the inclination for GHRM to enhance pro-environmental behavior, so this moderating effect of organizational trust was corroborated. So far, there has been a limitation in that only declarative associations between GHRM and performance were posited at the organizational level; however, our findings provided practical discourse by emphasizing that actions and attitudes at the individual level elucidate the significance of pro-environmental behavior and organizational trust. Additionally, by employing social identity theory and AMO theory to interpret our findings, the study broadened academic applicability and fortified insights.