Effects of Green Human Resource Management Practices on Environmental Performance of the Organization: The Mediating Role of Green Innovation and Corporate Social Responsibility and the Moderating Role of Green Transformational Leadership

[Purpose] This research examines the environmental sustainability of manufacturing companies with a focus on preserving the planet for future generations. It aimed to empirically test the factors (i.e., green human resource management practices (GHRMP), green innovation (GIN), and corporate social responsibility (CSR)) influencing the environmental performance of the organization (EPO) using the natural resource-based view theory. This research also examines the moderation effect of green transformational leadership (GTL) as well as the indirect effects of GIN and CSR in Ghana’s manufacturing industry. [Design/methodology] 369 manufacturing employees were selected using convenience sampling. Data was collected using an online survey and analyzed through SmartPLS version 4.1. [Findings] This research outcome includes the positive effect of GHRMP on GIN, CSR, and EPO. In addition, the GHRMP–EPO link is indirectly affected by GIN and CSR. Moreover, the GTL significantly moderated the GHRMP–CSR link. Overall, the study model explained 56.9% variance for the EPO in the manufacturing sector. [Research limitations] This research employed self-reported data, which limits causal inference. Considering this, this study suggests that upcoming studies use a longitudinal or multi-source research design to validate their study results and explore sectoral differences. [Originality/value] This study adds to the growing body of literature on green practices by providing evidence from a developing country context, where empirical studies remain limited. Considering the decision science perspective, these research findings offer a practical decision-making model for manufacturing managers, enabling them to strategically allocate resources to GHRMP, GIN, and CSR initiatives to optimize EPO.