Green Human Resource Management (Ghrm) Practices And Their Impact On Organizational Sustainability In The It Sector: An Empirical Investigation

Abstract

Green human resource management (GHRM) has emerged as a primary strategic instrument for organisations seeking to integrate sustainability into their human resource operations. This article examines the extent of GHRM adoption, its impact on organisational sustainability, the challenges of its implementation, and the mediating role of employee green conduct within the IT sector. A quantitative research technique was used using a structured survey sent to 300 HR managers, IT personnel, and managers from various IT businesses. Descriptive statistics, correlation analysis, regression modelling, and mediation analysis were used to examine the relationships between GHRM practices and sustainability outcomes (environmental, social, and economic sustainability) in the collected data. While green workplace policies (Mean = 4.20) and green recruitment (Mean = 4.12) are widely accepted, the findings indicate that green training (Mean = 3.85) and green compensation & incentives (Mean = 3.55) are significantly underutilised, highlighting the need for more structured sustainability-oriented HR initiatives. Green workplace legislation (r = 0.78) and employee participation (r = 0.75) have the most significant impact on environmental sustainability. Pearson correlation analysis indicates a substantial positive association (p < 0.01) between GHRM practices and sustainability attributes. The poll identifies significant barriers to GHRM adoption, including financial constraints (82%), lack of legal frameworks (85%), and managerial resistance (78%). A mediation research highlights that GHRM is insufficient without active employee participation, demonstrating that employee green conduct significantly enhances the impact of GHRM on sustainability outcomes. The document recommends formalising GHRM policy by integrating sustainability into performance management, enhancing employee engagement, and using cost-effective sustainability solutions. Future research must examine technology-driven HR solutions for sustainability, cross-industry comparisons, and the long-term impacts of GHRM. This work contributes to the growing body of research on sustainable HRM methods and their role in attaining long-term corporate sustainability in IT firms.