Leveraging green HRM for environmental sustainability: the mediating role of employee engagement in hospitality

Purpose – This study investigates the effects of green human resource management (GHRM) practices on employee engagement (EE) and pro-environmental behavior (PEB), including the mediating role of EE and the moderating role of green self-efficacy (GSE) in the EE–PEB relationship. Methodology/Design/Approach – Primary data were collected from 426 hotel employees. The dataset was complete with no missing values. SPSS 25 and AMOS 24 were used for statistical analysis. Findings – The study asserts that GHRM practices encourage EE and PEB. Furthermore, it suggests that GSE strengthens the link between employees’ goals and green human resource methods. On the other side, the analysis shows that GHRM has no significant impact on employees’ PEB. Additionally, the findings indicated a significant mediation effect of EE and a significant moderation effect of GSE. Originality of the research – These findings contribute to the literature by offering a contextspecific explanation for why GHRM may not directly lead to PEB in developing economies, and by emphasizing the roles of engagement and self-efficacy in facilitating behavioral change. This study provides practical insights for hospitality managers aiming to foster environmental sustainability through GHRM practices that not only exist in policy but also resonate with employees’ psychological readiness and motivation.