Analysis of corporate sustainability performance from the employee perspective in the fashion and textile industry

This study sheds light on the transition from a social responsibility to corporate social responsibility perspective and the transition from corporate social responsibility to corporate sustainability and green human resources management and examines the impact of Green Human Resources Management (GHRM) on corporate sustainability (CS). In addition to the direct effects of GHRM on CS, the indirect effects of employee (white-collar) perceptions towards environmental performance (EP) and organizational commitment (OC) have also been examined. The target audience for collecting the data needed within the scope of quantitative research design is determined as employees of businesses operating in the fashion and textile sector, where sustainable business management understanding and practices are gaining importance with increasing momentum, and it was carried out with the participation of (n = 129) employees. Structural equation modeling via Smart PLS version 4 program was used for data analysis. The findings showed that Green Human Resources Management positively affects corporate sustainability (CS) and environmental performance mediates this relationship. Although Green Human Resources Management positively affects organizational commitment (OC), organizational commitment has not been seen to support corporate sustainability. In addition, the effect of Green Human Resources Management on corporate sustainability through employee engagement has not been observed. The findings of this study extend the GHRM literature by examining the impact of GHRM on CS. There are a limited number of studies on the impact of GHRM practices on EP in the textile industry. Empirical evidence is presented by testing the structural model that includes the indirect effects of EP and OC variables. Within the scope of the findings of this study, it can be concluded that GHRM contributes to the sustainability of businesses and offers a strategic perspective. It is thought that the results of the study can provide evidence-based insights to corporate sustainability experts and managers about designing Green Human Resources Management practices and sustainability strategies.