Assessing the impact of green human resource management practices on environmental performance in China: role of higher education

The goal is for governments and executives to make environmental protection and the preservation of natural resources a priority. The current research examines how green human resource management practices have altered environmental performance in China's manufacturing sector. The survey used a trustworthy and valid questionnaire adapted from the literature to obtain the data. Random sampling method has been applied to collect data from manufacturers in China's Guangdong Province. Workers in China's industrial sector are the focus of this study, and each individual is treated as a separate unit of analysis. Three hundred of the 500 questionnaires were returned with sufficient data for statistical analysis. The predicted serial mediation model was analyzed using structural equation modeling (SEM) and the PROCESS model 4. The findings revealed that green HRM practices have a major impact on environmental performance and pro-environmental actions partially mediate the relationship between GHRM and environmental performance. In addition, higher education helped moderate the effect of green HRM on environmental outcomes. In terms of environmental performance, green recruitment, green selection, and green performance, green rewards via higher education has the greatest impact (p 0.01 significance level). Through an extension of the ability-motivation-opportunity theory, this study offers useful tips for policymakers, new and current organizations, and, in particular, manufacturing enterprises, on how to implement an incentive plan to promote environmentally friendly activities and product development, which in turn will increase customer loyalty.