Green HRM, organizational identification and sustainable development in the emerging economy: applications from social identity theory

Abstract

PurposeAs a result, the current study attempted to investigate the impact of green human resource (GHR) practices on long-term performance, and the path has been explained through organizational identification, which is supported by social identity theory.Design/methodology/approachTo achieve the present study's primary goal, data were obtained from manufacturing businesses and analyzed using partial least square (Smart PLS) on the data of 284 Pakistani small and medium-sized enterprises (SMEs) registered with the small and medium-sized enterprises development authority (SMEDA).FindingsAs a result, the findings show that organizational identification explains the indirect relationship between sustainable performance and green human resource management (GHRM).Practical implicationsTo limit the limited negative effect on the environment and society, the findings provide several suggestions for the government authorities and policymakers to adopt green practices and policies.Originality/valueGreen practices are essential for a company to limit its negative environmental effect. Environmental critical problems among shareholders put pressure on the firm to implement GHR practices and organizational identification with long-term success.