Configurational Insights into Achieving Future Sustainability through Green Human Resource Management Practices

Urooj Asghar *

National College of Arts, Pakistan.

Youreed Abbas

Institute of business management sciences, University of Agriculture Faisalabad, Pakistan.

Naeem Ullah Khan

Department of Management Sciences, Bahria University Islamabad, Pakistan.

Shahbaz Sharif Wahla

Institute of business management sciences, University of Agriculture Faisalabad, Pakistan.

Arbab Javed

Institute of business management sciences, University of Agriculture Faisalabad, Pakistan.

Usama Basharat

Institute of business management sciences, University of Agriculture Faisalabad, Pakistan.

Tayyab Naveed

School of Design and Textiles, University of Management and Technology, Pakistan.

Sumbal Asghar

Ministry of Finance, Pakistan Mint Lahore, Pakistan.

Kashif Javed

School of Design and Textiles, University of Management and Technology, Pakistan.

*Author to whom correspondence should be addressed.


This study explores the ways in which green human resource management (GHRM) practices, by encouraging environmentally conscious behavior among staff members, contribute to the attainment of future sustainability in organizations. Engaging employees in green projects and implementing eco-friendly practices have become increasingly important as firms look to gain a competitive edge. The effect of GHRM procedures on workers' opinions of their company's dedication to sustainability and pro-environmental conduct, however, has not received much attention from researchers. In particular, the study focuses at the way three important GHRM elements green recruiting, green training, and green compensation affect pro-environmental behavior in businesses. Data from 328 employees in the manufacturing and service industries was gathered via online surveys conducted with Google Forms. Sophisticated analytical methods such as fuzzy-set qualitative comparative analysis (fsQCA) and Smart-PLS were employed. The findings emphasize the importance that green hiring, green training, and green pay are to obtaining a competitive edge and attaining sustainability in the future. It has been determined that all three of the GHRM practices are essential to the survival of businesses, especially in light of the growing social and environmental issues. Businesses must incorporate Green HRM (GHRM) principles into their daily operations to create practices and policies that support environmental objectives. Pro-environmental conduct on the part of employees is recognized as a critical means of encouraging staff members to adopt green practices while preserving organizational resources, which in turn makes a substantial contribution to the sustainability of the business. It highlights the value of GHRM as a tool for businesses to advance ecological and societal well-being while accomplishing long-term sustainability objectives.

Keywords: Behavior, configurational, future sustainability, green HRM practices, pro-environmental, sustainability

How to Cite

Asghar, U., Abbas, Y., Khan, N. U., Wahla, S. S., Javed, A., Basharat, U., Naveed, T., Asghar, S., & Javed, K. (2024). Configurational Insights into Achieving Future Sustainability through Green Human Resource Management Practices. South Asian Journal of Social Studies and Economics, 21(3), 31–45.


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