President Xi set a long-term mitigation target of carbon neutrality by 2060 in September 2020 to cut carbon emissions and improve environmental performance. As a result, the current study aims to investigate how green human resource management and green innovation affect environmental performance in pursuit of the ultimate objective of carbon neutrality. Furthermore, the research considers the potential mediating effect of a green competitive advantage to clarify the mechanisms by which GHRM and green innovation impact environmental performance. Data from 278 employees in the manufacturing industry of Heilongjiang Province were collected through a questionnaire, for which we used a quantitative random sampling technique. The study employed the Smart PLS-4 structural equation modeling technique and revealed that all three factors significantly influenced environmental performance: green HRM, innovation, and competitive advantage. Resource-based view (RBV) theory served as the theoretical foundation for the study. The study uniquely contributes to the literature on GHRM, green innovation, competitive advantage, and environmental performance.

This study aims to analyze the role of green transformational leadership and human resource management in organizational performance with the mediating effect of green innovation. The study also proposes the moderating role of commitment to management change. The study used a quantitative research method with a random sampling technique and surveyed 235 managers from the Cement industry across Pakistan. The statistical techniques used to assess the study's hypotheses were partial least squares structural equation modeling (PLS-SEM) and SPSS. The findings show that green transformational leadership and HRM positively impact organizational performance, with green innovation partially mediating effect. Furthermore, affective commitment to management change strongly moderates the relationship between green innovation and organizational performance. In addition, the proposed relationship is based on the resource-based view (RBV) theory. Therefore, Managers and executives should adopt green principles and practices and build an environmentally friendly culture that encourages employees to engage in green behaviors and activities to improve organizational performance. To successfully implement green practices in a developing country like Pakistan, the Cement sector must understand how the cement industry improves its performance and whether employees demonstrate green innovation.

Based on the Supply-Value fit theory (SVF), this study aims to investigate how green human resources management (GHRM) impacts employee well-being and engagement with environmental initiatives in the healthcare sector. The study looked into the aspects of green human resources management in the workplace, focusing on the underlying mechanism of employee green behavior. Further, the study also proposes the moderating role of individual green values. The study used a quantitative research method with a random sampling technique and gathered data from 402 nurses working at leading hospitals. The statistical technique used to assess the study's hypotheses was partial least squares structural equation modeling (PLS-SEM). The results support a link between green human resources management and employees' green behavior, well-being, and engagement. Similarly, the results support mediating and moderating effects of employee green behavior and individual green values. Therefore, the findings offer policymakers in the healthcare sector of developing countries valuable insights into how green human resources management may improve employee well-being and engagement with environmental initiatives.