Background: Drawing upon the resource-based view, the ability-motivation-opportunity theory and social exchange theory I examined how green human resource management interplays on to the linkages amongst green transformational leadership, green innovation, and environme
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Background: Drawing upon the resource-based view, the ability-motivation-opportunity theory and social exchange theory I examined how green human resource management interplays on to the linkages amongst green transformational leadership, green innovation, and environmental performance. Using a survey questionnaire, I collected data from 170 employees in the Zobahan factory. Methodology: So. We used covariance-based structural equation modeling (SEM) to examine hypotheses in this study. Results of the study suggest that green HRM practices mediate the influence of green transformational leadership on green innovation. Results: Result also found that green HRM indirectly through green innovation influences a firm's environmental performance. Overall, the findings of this study support all hypotheses of direct and indirect effects and have several theoretical and practical implications. Finally, this study significantly advances theory and suggests that the HRM-performance relationship neither depends upon the additive effect of green transformational leadership and green innovation as antecedent and mediator, respectively nor on their interactive effect but a mix of both combinational forms (i.e., additive and interactive) to affect firm environmental performance. Conclusion: Managers can achieve sustainable development by empowering their human resources through implementing green human resource management. Developing environmental protection policies, hiring people based on environmental values have an influential role in the organization.Key words: Green Transformational Leadership, Green Human Resource Management, Green Innovation, Environmental performance
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