Purpose: This study aims to examine the effect of green recruitment, green training and development, and green performance management on employee performance through GHRM Policy.
Research Methodology: A quantitative survey was conducted among 420 aviation industry employees. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to examine direct and indirect relationships among variables.
Results: The findings indicate that green recruitment, green training and development, and green performance management positively and significantly affect employee performance and GHRM Policy. However, GHRM Policy does not significantly influence employee performance and does not mediate the relationship between green HR practices and employee performance.
Conclusions: Green HR practices directly contribute to improving employee performance, while GHRM Policy does not play a significant mediating role.
Limitations: The study is limited to the aviation industry, uses cross-sectional data, and relies on self-reported questionnaires, which may affect generalizability.
Contribution:This study provides insights into the role of green HR practices in enhancing employee performance within the aviation sector.