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Green HRM: Improving Eco-Friendly Practices and Employee Engagement to Strengthen Organizational Sustainability
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Author(s): Suprina Sharma (Chandigarh Business School, India), Madhuri Aggarwal (Intelligent Consulting Engineers, Punjab, India), Manu Pattar (Shree Medha Degree College, Ballari, India), Vandana Madaan (Maharishi Markandeshwar University, India)and Shreya Arora (Maharishi Markandeshwar University, India)
Copyright: 2025
Pages: 18
Source title:
Advancing Social Equity Through Accessible Green Innovation
Source Author(s)/Editor(s): P. William (Sanjivani College of Engineering, India)and Shrikaant Kulkarni (Sanjivani University, India & Victorian Institute of Technology, Australia)
DOI: 10.4018/979-8-3693-9471-7.ch013
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Abstract
This study analyzes how Green HRM practices affect a company's long-term profitability and employee engagement. Sustainability is integrated into company culture via green HRM. Green performance management, sustainable training, and recruiting are examples. The above are green HRM approaches. These methods are helping firms meet environmental obligations as they become more ecologically concerned. Mixed-methods research allowed us to examine qualitative and quantitative data. The qualitative data was collected via interviews with employees at many organizations, while the quantitative data was collected from questionnaires. Green Human Resource Management clearly improves environmental performance and employee engagement. Data presentation proves this. Personality factors like conscientiousness and good affect moderate the relationship between employee engagement and green HRM. These attributes promote a happier mood.
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