Organizations began using environmentally focused management as environmental concerns gained more attention; therefore, the purpose of this investigation is to examine the factors that affect environmental performance i.e. organizational environmental culture, green human resource management, green innovation, and corporate social responsibility. Ability, Motivation, and Opportunity Theory serve as the foundation for this research, and data were gathered from 315 manufacturing firms using a survey questionnaire. The measurement and structural model analyzed the acquired responses by using Smart PLS. The outcomes of this research show that organizational environmental culture has significantly impacted G-HRM. Findings also revealed that G-HRM as a mediator positively influences the relationship between OEC and GI whereas GI plays the role of mediator and significantly affects the connection between G-HRM and EP. Moreover, CSR makes a stronger association between G-HRM and green innovation, but unexpectedly G-HRM lessens the connection with environmental performance.
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