From green human resource management to employee job performance: evidence from the Indonesian banking sector

Abstract
Green human resource management (gHRm) has emerged as an important
organizational strategy for enhancing sustainability and employee outcomes. this study
examines the effect of gHRm on employee job performance through the mediating
role of employee innovation and the moderating role of work environment in the
indonesian banking sector. Drawing on the resource-based view and ability–motivation
opportunity perspectives, data were collected from 272 employees working in
indonesian banks. the proposed model was analyzed using partial least squares
structural equation modeling (Pls-sem). the results indicate that gHRm positively
influences employee innovation and employee job performance. employee innovation
is also positively associated with employee job performance and partially mediates the
relationship between gHRm and employee job performance. Furthermore, the findings
reveal that work environment strengthens the positive effect of employee innovation
on employee job performance, suggesting that supportive workplace conditions
enhance the effectiveness of innovative employee behavior. these findings contribute
to the growing gHRm literature by providing evidence of the mechanism through
which gHRm improves employee performance and by highlighting the contextual role
of work environment in translating innovation into performance outcomes. the study
also offers practical insights for banking organizations seeking to improve employee
performance while advancing sustainability-oriented human resource practices