Tracing the impact of green HRM and ethical leadership on employees’ green behaviors in textile sector

Purpose This study aims to explore how green human resource management (GHRM) and ethical leadership transform Pakistani manufacturing textile small and medium enterprises (SMEs), where sustainability meets innovation. Design/methodology/approach This research used a quantitative research methodology (n = 314), using a survey questionnaire to collect data from employees of textile SMEs. For this purpose, this study used a convenience sampling technique. Smart partial least squares structural equation modeling was used to test the research hypotheses. Findings Drawing on person-organization fit theory, the results revealed that GHRM significantly influences green in-role behavior, psychological climate and knowledge sharing among employees in textile SMEs. Ethical leadership significantly and positively moderates the relationship between GHRM and psychological climate but not GHRM and knowledge sharing. Practical implications Managers in Pakistani manufacturing SMEs should prioritize GHRM and ethical leadership to create a sustainable workplace and increase employee green behavior. They must provide regular green practice training and create knowledge-sharing platforms. Monitoring and adapting these practices to local cultural and industrial contexts are essential to their success and green organizational culture. Originality/value This research contributes to the textile SMEs on GHRM practices by highlighting the pertinent role of ethical leadership as a moderating factor in a developing psychological climate. The study reinforces the importance of integrating ethical leadership into GHRM practices to drive environmentally responsible green behaviors in the workplace.