Analyzing the influence of green human resource practices on organizational sustainability: the role of green attitudes and performance of employees'

The issue of preserving the environment has attained significant importance on a global scale, leading to increased expectations for organizations to embrace and execute sustainable practices. By incorporating sustainability principles into their operational frameworks, organizations can strive towards achieving both ecological and economic sustainability, thereby receiving the rewards of a favorable environmental outcome and enhanced financial stability. The present study utilized a structural equation modeling approach to investigate an integrative model incorporating the indirect influence of green human resource management practices on organizational sustainability through individual green attitudes. The study used 262 samples from the leather industry in South India. This research also explores the potential moderating impact of employees' green performance on the relationship between individual green attitudes and organizational sustainability. The study employs the theoretical frameworks of self-determination theory and social cognitive theory to achieve this objective. The study's results suggest that green compensation, rewards, and work-life balance positively impact an individual's green attitude. However, green career development opportunities did not have a significant effect. Individual green attitudes had a positive mediating effect on organizational sustainability. The green performance of employees has a positive moderating influence on the relationship between individual green attitudes and organizational sustainability. Employee green performance significantly impacted individual green attitudes. The findings of this research would facilitate leather industry managers and policymakers in South India to formulate and implement efficient green human resource management approaches for enhancing organizational sustainability. The study suggests that attitudes among individuals toward sustainability and their performance influence the relationship between green human resource dimensions and organizational sustainability. It empirically examines these proposed in relation to developing countries.