Exploring the impact of green human resource management on pro-environmental behaviors: a study in Afghanistan's industrial sector

Green human resource management, or GHRM, is a relatively new idea but is already thought to be an essential tool for fostering sustainable behavior in businesses. We intended to find out how GHRM affects worker pro-environmental behaviors (PEBs) by using worker engagement (WENG) and the green psychological climate (GPC) as mediators. The study tested and analyzed the suggested model using the PLS-SEM technique via SmartPLS 4. To gather data from 324 valid respondents—HR managers and employees—we used a quantitative study approach. These participants were chosen randomly from three industrial parks in Afghanistan. The analysis's findings demonstrated that GHRM possessed a positive impact on employees' PEBs. Furthermore, the employees' pro-environmental behaviors PEBs are fostered by the green psychological climate GPC and worker engagement WENG. The study presents new findings indicating that, in the Afghanistan industrial context, GHRM both directly and indirectly affects employees' PEBs through the partially mediating effects of GPC and WENG. The present research is significant because it fills in the gaps in the literature and offers new perspectives on GHRM. Notably, there aren't many GHRM studies that focus on Afghanistan's industrial sector. Furthermore, in analyzing these connections and evaluating the mediation effects, this study contributes to the body of knowledge currently available on PEBs. Additionally, this study makes a practical contribution to the industrial sector by offering guidance on how to improve managers' understanding of GHRM policies, enhance employee PEBs at work, and foster an environmentally friendly organizational culture. Key Words:Green human resource management GHRM, green psychological climate GPC, worker engagement WENG, and Pro-environmental behaviors PEBs