This study investigates the impact of green talent management on green performance, focusing on the mediating roles of green organizational culture and green organizational citizenship behavior. Data were collected from employees of Saudi Arabia’s travel agencies, and 1276 valid responses were analyzed using partial least squares structural equation modeling (PLS-SEM). The findings indicate that green talent management positively influences green performance, green organizational culture, and green organizational citizenship behavior. Additionally, the study demonstrates that green organizational culture and citizenship behavior positively affect green performance and mediate the relationship between green talent management and green performance. This research addresses a gap in the literature on tourism and hospitality, human resources management, and organizational behavior by empirically examining these relationships within Saudi Arabia travel agencies. This study also provides managerial implications for tourism and hospitality businesses, along with limitations and suggestions for future research.

This study examines how green psychological climate is associated with employee flourishing in five-star hotels by investigating the sequential roles of work meaningfulness and work engagement and the boundary conditions of responsible leadership and psychological detachment from work. Data were collected through a cross-sectional survey of 693 full-time, non-managerial employees working in five-star hotels across major tourism regions in Saudi Arabia and analyzed using partial least squares structural equation modeling (PLS-SEM). The findings show that green psychological climate is positively associated with employee flourishing, work meaningfulness, and work engagement. Work meaningfulness and engagement also form a positive sequential indirect pathway linking green psychological climate with flourishing. The green psychological climate–meaningfulness association was stronger at higher levels of responsible leadership, whereas the engagement–flourishing association was stronger at higher levels of psychological detachment; however, both interaction effects were small in incremental magnitude. Corresponding differences were also observed in the conditional sequential indirect associations. The study contributes to sustainable development research by extending green psychological climate beyond environmentally specific outcomes and linking environmental organizational conditions with human sustainability through theoretically ordered indirect associations involving meaningfulness and engagement. It further identifies responsible leadership and psychological detachment as distinct boundary conditions associated with variation in these relationships. Practically, hotels should align environmental initiatives with responsible supervisory practices, meaningful work conditions, employee engagement, and adequate recovery opportunities. Overall, the findings highlight the joint relevance of environmental responsibility and the sustainable functioning of employees to hospitality sustainability.