Green HRM , Organizational Reputation, and Environmental Regulation: A Pathway Toward SDGs 12 and 13

Abstract

ABSTRACT Amidst growing environmental challenges, Pakistan's manufacturing sector faces increasing pressure to adopt sustainable practices that enhance organizational environmental performance (OEP), which became the motivation for the study. Grounded on the Ability‐Motivation‐Opportunity (AMO) framework and Legitimacy Theory, this study investigates the influence of Green Human Resource Management Practices (GHRMP) on environmental outcomes. It also explores the mediating role of organizational green reputation consciousness (OGRC) and the moderating effect of environmental regulations (ER). Primary data were collected from 332 managerial employees across various manufacturing firms using a validated measurement scale. SmartPLS was used to assess the direct and indirect relationships among the variables. The findings indicate that all dimensions of GHRMP significantly impact both OGRC and OEP. Furthermore, OGRC mediates the relationship between GHRMP and OEP, while ER moderates the association between GHRMP and OGRC. These results conclude and underscore the importance of enhancing green reputation consciousness and aligning GHRMP with regulatory frameworks to improve environmental performance. The study contributes to the growing body of research on sustainable industrial practices and supports the achievement of the United Nations' Sustainable Development Goals (SDG), particularly SDG 12 (Responsible Consumption and Production) and SDG 13 (Climate Action), within the manufacturing sector of Pakistan.

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