Impact of Green HRM on Employee Commitment: Moderating Role of Green Leadership

This study examined the impact of Green Human Resource Management (Green HRM) on employee commitment and investigated the moderating role of green leadership. A quantitative cross-sectional design was employed, and data were collected from 285 employees working in sustainability-oriented organizations. Hierarchical regression analysis was used to test the proposed hypotheses. The findings indicated that Green HRM had a significant positive effect on employee commitment (β = 0.64, p < 0.001) and explained 41% of the variance (R² = 0.41). When green leadership was added to the model, the explained variance increased to 52%, confirming its independent contribution. Furthermore, the interaction term between Green HRM and green leadership was significant (β = 0.21, p < 0.01), raising the total explained variance to 56%, which confirmed the presence of moderation. The results demonstrated that environmentally oriented HR practices enhanced employees’ emotional attachment and loyalty, particularly when supported by sustainability-driven leadership behaviours. The study contributed to sustainability and HRM literature by integrating structural HR mechanisms with leadership dynamics within a moderated regression framework. Practically, the findings suggested that organizations seeking to strengthen employee commitment should align green HR policies with authentic environmental leadership practices. The integration of sustainability-focused HR systems and green leadership created a reinforcing mechanism that supported long-term organizational commitment and environmental responsibility. References Afsar, B., Badir, Y., & Kiani, U. S. (2016). Linking spiritual leadership and employee pro-environmental behavior. Journal of Environmental Psychology, 45, 79–88. https://doi.org/10.1016/j.jenvp.2015.11.010 Ahmed, S., & Asif, M. (2026). 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