The Impact of Green Human Resource Management on the Environmental Performance of SMEs: The Moderate Role of Environmental Strategy

Abstract

This study aims to analyze the impact of green human resource management on the environmental performance of small and medium-sized enterprises and to examine the moderating role of environmental strategy. Data were collected from 342 employees and managers working at small and medium-sized enterprises in Vietnam. The study used quantitative analysis methods, including Cronbach’s alpha testing, exploratory factor analysis, correlation analysis, moderated multiple regression, and bootstrapping using the PROCESS macro. The results show that green human resource management practices, including green recruitment and selection, green training and development, green performance management, green pay and reward systems, and green employee involvement, positively impact environmental performance. Additionally, green innovation and environmentally friendly behavior also contribute to improving the environmental performance of enterprises. Green performance management, green recruitment and selection, and green innovation are the three factors with the most significant influence. Moreover, the environmental strategy has a positive moderating impact, strengthening the relationship between green factors and environmental performance. The results of the study contribute to the empirical evidence on green human resource management in the context of small and medium-sized enterprises in Vietnam and suggest that they need to implement green practices within a clear and consistent environmental strategy.