Green Human Resource Management and Employee Environmental Performance: Evidence from Manufacturing SMEs in Emerging Economies

The growing concern for environmental sustainability has encouraged organizations to integrate environmental objectives into their human resource management practices. Green Human Resource Management (GHRM) has emerged as an important approach for aligning human resource practices with environmental sustainability and encouraging employees to engage in environmentally responsible behaviours. However, limited research has examined the role of GHRM in enhancing employee environmental performance, particularly within manufacturing small and medium-sized enterprises (SMEs) in emerging economies. This study investigates the relationship between Green Human Resource Management and employee environmental performance in manufacturing SMEs in emerging economies. Drawing on the Ability–Motivation–Opportunity (AMO) theory, the study examines how green HRM practices can enhance employees’ ability, motivation, and opportunity to contribute to environmental sustainability within the workplace. Using a quantitative research approach, data were collected from employees working in manufacturing SMEs, and the proposed relationships were examined using appropriate statistical techniques. The study provides evidence of the relationship between GHRM practices and employee environmental performance, highlighting the importance of integrating environmental considerations into core human resource practices. The findings contribute to the emerging GHRM literature by extending understanding of employee-level environmental outcomes within manufacturing SMEs in emerging economies. The study also provides practical implications for managers and HR practitioners seeking to promote environmentally responsible employee behaviour and strengthen organizational environmental sustainability.