The Impact of Green Human Resource Management on Corporate Sustainable Performance

Abstract

This study investigates how GHRM practices—specifically green recruitment, performance evaluation, rewards, and training —affect CSP. By examining various GHRM practices, the research highlights their essential role in supporting companies' progress toward sustainable development goals.

This paper employed a quantitative survey design, collecting cross-sectional data from 23 manufacturing companies in Shandong Province. A total of 600 structured questionnaires were distributed, yielding 253 complete and valid responses from HR managers and directors. To ensure scientific rigor and reliable findings, data were analyzed using SMART PLS-SEM. Measurement and structural models were created to ensure the tool's reliability and validity and to evaluate the research hypotheses.

The data analysis results indicate that the research tool demonstrated good performance in terms of Composite Reliability, Factor Loadings, Cronbach's α, and AVE, meeting statistical standards. The structural model results verified that all hypotheses were supported, showing a significant positive link between green recruitment, performance evaluation, rewards, and training and corporate sustainable performance. This indicates that adopting GHRM practices helps improve a company's performance in environmental, social, and economic aspects of sustainability.

The uniqueness of this study is in its empirical confirmation of the beneficial effect of GHRM practices on CSP. It provides practical guidelines for corporate management, emphasizing the importance of green recruitment(GRe), training(GT), rewards(GR), and performance evaluation(GPE) in driving sustainable outcomes, and establishes a solid foundation for future research. By optimizing these practices, companies can more effectively address growing environmental pressures and gain a competitive advantage in the global sustainability race.