This study examines the role of Green Human Resource Management, in understanding the employees’ perception about the value and rationale their organizations hold for sustainability, both as a business case and morality and to find out its impact on organizational citizenship behavior for the environment (OCBE), in the textile companies of Lahore, Pakistan. This is a cross-sectional study with an unknown population and includes employees of the Lahore based Textile companies of Pakistan, as the unit of analysis. Questionnaires were used to collect data from a sample size of (N = 165). Multiple regression was run and mediation Analysis in PROCESS (Andrew F. Hayes) was conducted for data analysis, which is one of the Gaps, which this study addresses. A detailed data analysis concluded that this study supports its hypotheses. Furthermore the study also concludes that Eco-Centric Rationale for Sustainability and Organization-Centric Rationale for sustainability partially mediate between Green HRM and OCBE. The sample size was kept small due to Covid-19 and the country-wide shutdown of companies. Moreover academically, this study includes only four GHRM practices while examining its impact on Organizational Citizenship behavior towards environment. Insight into the green HR practices would be beneficial to managers and academic researcher and for local and international investors who value green culture inside and outside an organization. This study theoretically contributes by examining the HRM Attribution theory in the context of Green HRM.