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Purpose: This paper explores the variable of Green Human Resource Management (Green HRM) in creating job satisfaction and organizational commitment at Small and Medium Enterprises (SMEs) particularly at the tourism sector. Theoretical framework: The existing literature has predominantly discussed about the effect of job satisfaction on organizational commitment, but what has not been investigated is how the effect of job satisfaction through Green HRM as argued by the works of Firdaus and Udin (2014), Loucks et al. (2010), and Muster and Schrader (2011). Design/methodology/approach: This study employs a qualitative research design using semi-structured interviews to explore issues of research in depth. Purposive sampling was used to collect data from 25 SMEs actors (business owners, managers, and employees) in tourism industry. Findings: The results show that job satisfaction has a significant effect on organizational commitment as it is mediated by Green HRM practices. Simultaneously, job satisfaction, organizational commitment, and Green HRM are admitted as bringing more employees’ quality of working life. Moreover, it is argued that as the quality of working life is better, their productivity at work will be significantly positive. Research, Practical & Social implications: We suggest a future research agenda and highlight the practical SME’s actors in tourism industry in order to create a sustainable a greener working environment. Originality/value: The novelty of this study that it was discovered that the job satisfaction of employees at the SMEs sector is influenced by the practice of GHRM which ultimately increases their work commitment.
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