Introduction: In recent decades, concern for the natural environment has become a critical global issue. The industrial sector, as a key and significant component of the country's economic cycle, has not been immune to the growing social and institutional pressures related to environmental issues. Therefore, environmentally conscious organizations are actively seeking innovative methods and techniques to minimize their ecological footprint while simultaneously addressing economic demands and challenges. The primary goal of most eco-friendly companies is to eliminate waste and polluting by products, thereby enhancing operational efficiency and sustainability. This research aims to explore the impact of green organizational culture and green human resource management on employees' environmental performance with the mediating role of green innovation.
Materials and Methods: This research is a quantitative and applied study based on its purpose and nature, classified as descriptive correlational research in terms of data collection method, and is cross-sectional in terms of research time horizon. The statistical population of this study consists of all employees of the Khuzestan Steel Company, from this population, a sample of 368 individuals was selected using simple random sampling method and considered for the study. Data collection was conducted through field research using standardized questionnaires. The face and content validity of the data were confirmed by professors and experts, and their reliability were also verified using Cronbach's alpha. For data analysis, structural equation modeling using the partial least squares method was employed in Smart PLS software version 3.3.3.
Results: The research findings indicated that green human resource management practices and green organizational culture have a positive and significant impact on green innovation and the environmental performance of employees. Additionally, the positive impact of green human resource management practices on green organizational culture, as well as the effect of green innovation on environmental performance, was significantly confirmed. The results also showed that green innovation plays a key mediating role in the relationship between human resource management practices and green organizational culture with the environmental performance of employees.
Discussion: Given the importance and necessity of sustainable development, understanding the factors affecting the environment can lead to the improvement and enhancement of environmental performance and sustainability. Managers' attention to green human resource management practices, organizational culture, and green innovation is helpful in this regard. Through training and human resource actions, green management processes can be facilitated, and fundamental capabilities can be developed by expanding, deepening, and sharing green knowledge, as well as creating the necessary beliefs and guidelines within human resources. By implementing environmental programs through the recruitment of environmentally supportive employees, a green reward management system, and empowering employees through green training programs managers can create and develop conditions for establishing and developing a green organizational culture, enabling continuous improvement of environmental performance. Promoting a green culture also ensures that raw materials for the production of goods and services are chosen with minimal environmental pollution. By fostering a culture of sustainability and integrating eco-friendly practices into human resource strategies, organizations can achieve better environmental outcomes while maintaining economic viability.