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Green human resource management, or GHRM, is a relatively new idea but is already thought to be an essential tool for fostering sustainable behavior in businesses. We intended to find out how GHRM affects worker pro-environmental behaviors (PEBs) by using worker engagement (WENG) and the green psychological climate (GPC) as mediators. The study tested and analyzed the suggested model using the PLS-SEM technique via SmartPLS 4. To gather data from 324 valid respondents—HR managers and employees—we used a quantitative study approach. These participants were chosen randomly from three industrial parks in Afghanistan. The analysis's findings demonstrated that GHRM possessed a positive impact on employees' PEBs. Furthermore, the employees' pro-environmental behaviors PEBs are fostered by the green psychological climate GPC and worker engagement WENG. The study presents new findings indicating that, in the Afghanistan industrial context, GHRM both directly and indirectly affects employees' PEBs through the partially mediating effects of GPC and WENG. The present research is significant because it fills in the gaps in the literature and offers new perspectives on GHRM. Notably, there aren't many GHRM studies that focus on Afghanistan's industrial sector. Furthermore, in analyzing these connections and evaluating the mediation effects, this study contributes to the body of knowledge currently available on PEBs.  Additionally, this study makes a practical contribution to the industrial sector by offering guidance on how to improve managers' understanding of GHRM policies, enhance employee PEBs at work, and foster an environmentally friendly organizational culture.

Green human resource management practices are widely accepted and are essential for encouraging sustainable behavior in organizations. We aimed to ascertain the relationship between employees' eco-friendly behavior and Green HRM practices by employing environmental awareness as a mediator. we analyzed and tested the suggested model Employing the PLS-SEM method through SmartPLS 4. The current study employed a quantitative research approach to collect data from 346 actual respondents. From six major public universities in Afghanistan, these participants were selected randomly. Based on the investigation, it was shown that green recruitment and selection, green training and development, green performance management, and green reward and compensation possessed a positive impact on employees' eco-friendly behavior.  Additionally, environmental awareness promotes eco-friendly conduct among the staff. The research provides updated outcomes showing that, through the partially moderating impacts of environmental awareness, green HRM practices in Afghanistan's public universities both directly and indirectly influence employees' eco-friendly behavior. The current study is noteworthy since it provides fresh insights into green HRM. Additionally, by examining these relationships and assessing the mediation effects, this work adds to the amount of literature already accessible on environmentally friendly behaviors.  Furthermore, current research makes a practical contribution to public universities by suggesting guidelines on how to increase academicians' awareness of green HRM practices, enhance eco-friendly behavior at work, and develop environmentally friendly behavior.

The relationship between green human resource management (GHRM) and environmental performance (EP) has received little attention in the past, despite the hotel management discipline's mediation analysis being one of the areas examined.  To fill this research gap, the study expands upon the Ability-Motivation-Opportunity (AMO) and social identity theory (SIT). It also goes beyond what has already been written by examining the relationship between environmental performance and green human resource management by examining the roles of Employee Green Commitment (EGC) and Organizational Citizenship Behavior towards the Environment (OCBE). According to a survey conducted on 273 hotel employees, it has been found that GHRM plays a positive and significant role in promoting Organizational Citizenship Behavior towards the Environment (OCBE), Employee Green Commitment (EGC), and environmental performance (EP) of hotels. Additionally, implementing green human resource management can have a considerable and favorable influence on both environmental performance and employees' commitment to eco-friendliness. It was observed that organizational citizenship behavior toward the environment and employee green commitment play a significant role in mediating the relationship between Green human resource management and hotel environmental performance. The data from the survey were analyzed using Smart-PLS 4 which involved conducting validity and reliability tests on the instruments and testing the hypothesized relationships using SEM analysis. Based on this report, it is recommended that HR managers and hotel top management develop green HRM policies to promote sustainability in the hospitality industry.

Green human resource management, or GHRM, is a relatively new idea but is already thought to be an essential tool for fostering sustainable behavior in businesses. We intended to find out how GHRM affects worker pro-environmental behaviors (PEBs) by using worker engagement (WENG) and the green psychological climate (GPC) as mediators. The study tested and analyzed the suggested model using the PLS-SEM technique via SmartPLS 4. To gather data from 324 valid respondents—HR managers and employees—we used a quantitative study approach. These participants were chosen randomly from three industrial parks in Afghanistan. The analysis's findings demonstrated that GHRM possessed a positive impact on employees' PEBs. Furthermore, the employees' pro-environmental behaviors PEBs are fostered by the green psychological climate GPC and worker engagement WENG. The study presents new findings indicating that, in the Afghanistan industrial context, GHRM both directly and indirectly affects employees' PEBs through the partially mediating effects of GPC and WENG. The present research is significant because it fills in the gaps in the literature and offers new perspectives on GHRM. Notably, there aren't many GHRM studies that focus on Afghanistan's industrial sector. Furthermore, in analyzing these connections and evaluating the mediation effects, this study contributes to the body of knowledge currently available on PEBs.  Additionally, this study makes a practical contribution to the industrial sector by offering guidance on how to improve managers' understanding of GHRM policies, enhance employee PEBs at work, and foster an environmentally friendly organizational culture.

Green human resource management practices are widely accepted and are essential for encouraging sustainable behavior in organizations. We aimed to ascertain the relationship between employees' eco-friendly behavior and Green HRM practices by employing environmental awareness as a mediator. we analyzed and tested the suggested model Employing the PLS-SEM method through SmartPLS 4. The current study employed a quantitative research approach to collect data from 346 actual respondents. From six major public universities in Afghanistan, these participants were selected randomly. Based on the investigation, it was shown that green recruitment and selection, green training and development, green performance management, and green reward and compensation possessed a positive impact on employees' eco-friendly behavior.  Additionally, environmental awareness promotes eco-friendly conduct among the staff. The research provides updated outcomes showing that, through the partially moderating impacts of environmental awareness, green HRM practices in Afghanistan's public universities both directly and indirectly influence employees' eco-friendly behavior. The current study is noteworthy since it provides fresh insights into green HRM. Additionally, by examining these relationships and assessing the mediation effects, this work adds to the amount of literature already accessible on environmentally friendly behaviors.  Furthermore, current research makes a practical contribution to public universities by suggesting guidelines on how to increase academicians' awareness of green HRM practices, enhance eco-friendly behavior at work, and develop environmentally friendly behavior.

The relationship between green human resource management (GHRM) and environmental performance (EP) has received little attention in the past, despite the hotel management discipline's mediation analysis being one of the areas examined.  To fill this research gap, the study expands upon the Ability-Motivation-Opportunity (AMO) and social identity theory (SIT). It also goes beyond what has already been written by examining the relationship between environmental performance and green human resource management by examining the roles of Employee Green Commitment (EGC) and Organizational Citizenship Behavior towards the Environment (OCBE). According to a survey conducted on 273 hotel employees, it has been found that GHRM plays a positive and significant role in promoting Organizational Citizenship Behavior towards the Environment (OCBE), Employee Green Commitment (EGC), and environmental performance (EP) of hotels. Additionally, implementing green human resource management can have a considerable and favorable influence on both environmental performance and employees' commitment to eco-friendliness. It was observed that organizational citizenship behavior toward the environment and employee green commitment play a significant role in mediating the relationship between Green human resource management and hotel environmental performance. The data from the survey were analyzed using Smart-PLS 4 which involved conducting validity and reliability tests on the instruments and testing the hypothesized relationships using SEM analysis. Based on this report, it is recommended that HR managers and hotel top management develop green HRM policies to promote sustainability in the hospitality industry.