Abstract

Green human resource management (GHRM) methods can assist firms in aligning their business strategy and achieving long-term organizational performance. HRM researchers largely agree that employees' opinions of HR practices substantially impact their efficacy. The study investigates the impact of GHRM practices in green recruitment and selection (GRS), green training and development (GTD), green compensation and benefits (GCB), and employee green perception (EGP) on sustainable organizational performance (SOP) in Ghana, taking into account the mediating role of employee green behavior (EGB). Data was collected from 350 HR specialists and employees working for various Ghanaian manufacturing and service organizations to meet the study's aims. The data is acquired through a self-administered questionnaire. The data is analyzed using the smart PLS 4 structural equation modeling technique. The findings indicate that green recruitment and selection (GRS), green training and development (GTD), and employee green perception (EGP) all influence employee green behavior (GEB). The data also suggest that green training and development (GTD) and green recruitment and selection (GRS) have an impact on sustainable organizational performance (SOP). However, it was discovered that green compensation and benefits (GCB) have no meaningful effect on employee green behavior or sustainable organizational performance. The study has theoretical, methodological, and practical consequences for stakeholders, including academics, practitioners, legislators, and HR specialists.

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