The impact of green human resource management on corporate social responsibility: The mediating role of pro-environmental psychological climate and behavior

BackgroundEmerging environmental concerns have prompted organizations to adopt Corporate Social Responsibility (CSR) initiatives. Traditional business practices alone are no longer sufficient for CSR success, requiring organizations to revisit their business processes and practices.ObjectiveThis study examines the role of Green Human Resource Management (GHRM) practices in enhancing CSR performance, focusing on the mediating roles of pro-environmental psychological climate and pro-environmental behavior.MethodsData were collected through a structured survey from 382 middle- and top-level managers working in large manufacturing firms in Pakistan. Partial Least Squares-Structural Equation Modeling (PLS-SEM) was used to analyze the data and assess the impact of GHRM dimensions on CSR.ResultsThe findings demonstrate that GHRM dimensions have a positive impact on CSR, with the exception of green training and development. Additionally, pro-environmental psychological climate and pro-environmental behavior significantly mediate the relationship between GHRM practices and CSR.ConclusionThis study underscores the significance of GHRM practices in fostering CSR and highlights the critical roles of psychological climate and behavior in achieving CSR goals. These findings provide actionable insights for organizations aiming to enhance their CSR initiatives.