From green HRM practices to green innovation performance: a mediation-moderation model

According to contemporary innovation literature, green performance management (GPM) is critical to improving green innovation results. Yet, few researchers have examined the relationship between green organizational innovation and HRM. This study explores the direct and indirect impacts of green recruiting and selection (GRS), green training and development (GTD), green compensation and benefits (GCB), and green innovation performance (GIP), with the function of GPM serving as a mediator and the effect of stakeholder pressure (SP) and green Culture (GC) serving as a moderator, respectively, of these factors on developing market small and medium-sized businesses (SMEs). Using a questionnaire survey, we gathered data from 380 SMEs in the industrial sector. We applied the partial least squares (PLS) path modelling technique (PLS-SEM) to test the study’s assumptions. According to the study, GPM mediates the effects of GRS, GTD, and GCB on green innovation performance. Results also point to a moderating effect of GC on the effects of green recruitment and selection, training and development, and remuneration and benefits on green performance management. Moreover, Stakeholder pressure moderates the effect of green performance management on the effectiveness of green innovation. The results point to important implications for theory and practice.