The impact of green human resource management on corporate social responsibility: The mediating role of pro-environmental psychological climate and behavior.

This article investigates the impact of Green Human Resource Management (GHRM) practices on Corporate Social Responsibility (CSR) performance in large manufacturing firms in Pakistan, emphasizing the mediating roles of Pro-environmental Psychological Climate (PEPC) and Pro-environmental Behavior (PEB). Using survey data from 382 middle- and top-level managers and Partial Least Squares-Structural Equation Modeling (PLS-SEM), the study finds that most GHRM dimensions—green recruitment and selection, green reward and compensation, green empowerment, and green performance appraisal—positively influence CSR directly and indirectly through PEPC and PEB, while green training and development does not significantly affect PEPC. The findings highlight the importance of fostering a supportive psychological climate and encouraging pro-environmental behaviors among employees to enhance CSR outcomes. Practical implications suggest that both government and organizational managers should promote GHRM policies and align HR strategies with CSR initiatives to achieve sustainable environmental and social goals.