Integration of eco-friendly practices with Human Resource practices in organization is gaining worldwide attention to capture sustainable growth. The goal of this study is to examine the impact of green HR practices on environmental performance adopted by the food and beverage industry of Lahore to gain long-term growth. Quantitative study is conducted and data is collected through a questionnaire (153) from HR employees working in the food and beverage industry of Lahore through random sampling. A structural equation model (SEM) is used. The Ability Motivation Opportunity theory provides theoretical support to this study. This study elucidates that green job description (β= 0.22), green training (β= 0.39), and green performance management and appraisal (β= 0.26) have a positive and significant effect on environmental performance. Environmental concern partially mediates the relationship between green HR practices and EP. The findings of this research are helpful for the stakeholders of the food and beverage industry in particular and human resource divisions in general in guiding them on how they can get a competitive advantage and can fulfill their urge to gain green certification by adopting green HR practices that will ultimately enhance company environmental performance. The limitation of this study is that data is collected only from food and beverage firms based in Lahore, Pakistan. Therefore, researchers are suggested to further investigating these variables with some other factors in same sectors.

Keywords: Green HR practices; Sustainable growth; Environmental performance; Environmental concern

https://doi.org/10.56249/ijbr.03.01.29