THE ROLE OF GREEN ORGANIZATIONAL CULTURE IN MEDIATING THE RELATIONSHIP BETWEEN GREEN HUMAN RESOURCE MANAGEMENT PRACTICES AND SUSTAINABLE DEVELOPMENT IN SAUDI
This study explores the mediating effect of Green Organizational Culture (GOC) on the relationship between Green Human Resource Management (Green HRM) practices and sustainable development outcomes in Saudi organizations. As global environmental concerns intensify, organizations are increasingly integrating eco-friendly practices into their core strategies. Green HRM, which encompasses environmentally conscious recruitment, training, performance management, and employee engagement, plays a critical role in embedding sustainability into corporate operations. However, the extent to which these practices translate into tangible sustainable development outcomes depends significantly on the organizational culture. Using a quantitative research design, data were gathered from 250 employees working in various sectors across Saudi. The analysis revealed that GOC serves as a significant mediator between Green HRM and sustainable development. This indicates that simply implementing green HR practices is not sufficient; fostering a culture that prioritizes environmental values and behaviors is essential to realize sustainable outcomes.
Green Human Resource Management (Green HRM), Green Organizational Culture (GOC), Sustainable Development, Environmental Sustainability, Saudi Organizations, Corporate Culture, HR Practices.