The study sought to examine the mediating effect of employee environmental commitment (EEC) in the relationships between green human resource management practices (Green HRMPs) and environmental sustainability (ES) and employee turnover intentions (ETI).
Using a cross-sectional survey approach, data was sourced from 296 respondents from five manufacturing firms listed on the Ghana Stock Exchange. Data was analysed using descriptive and inferential statistics with the help of Statistical Package for Social Sciences (SPSS) and SmartPLS.
Results showed that EEC had a partial mediation effect on the relationship between Green HRMPs and ES at the organisational level but fully mediated the relationship between Green HRMPs and ETI at the individual level.
It is evident from the findings that Green HRMPs improve ES and employee stability. Therefore, practitioners and educational institutions should consider integrating environmental concerns into their functional processes and operations. In addition, governments as policymakers should formulate and strengthen the enforcement of already-existing environmental management and sustainability policies that promote the integration of green practices and initiatives in both private and public entities.
Little is known about Green HRM and its effect on organisational and individual-level outcomes, especially in Sub-Saharan Africa. This study presents empirical evidence from an emerging economy.
