The effect of green supply chain and green human resource management on environmental performance: The mediating role of green innovation

Public awareness, corporate employees, as well as the implementation of government regulations, force organizations to use organizational environmental methods such as green supply chain management, green human resource management and green innovation. Therefore, this study aims to provide empirical evidence that green supply chain management practices, green human resource management and green innovation practices to encourage organizations to implement these methods significantly improve environmental performance.

The present study is applied in terms of purpose and descriptive and survey in terms of how to collect information. The statistical population consists of senior, middle and operational managers aware of the subject matter based on their organizational position in units such as marketing, sales, product development and research and development of small and medium-sized companies in Markazi province; statistical sample size for Structural equations in SAMPLE POWER software were determined 321 people. The questionnaire was randomly distributed among 321 managers of small and medium enterprises in Markazi province and 288 completed returned questionnaires were covered by PLS. To answer the research hypotheses, structural equation modeling technique and partial least squares method have been used. Collection of research data through surveys by Singh et al. (2020) questionnaire for the variables of green transformational leadership and green innovation, Obaidat et al. (2020) questionnaire for the variables of environmental orientation and green human resource management, Saman et al. (2019) for the variable Green supply chain management and environmental

Adoption of green human resource management and other environmental practices such as green supply chain management and green innovation by business organizations can reduce environmental pressures, government laws and regulations, as well as people (including customers, suppliers, buyers and communities) and attain greener activities. In fact, green human resource management practices are critical to the successful implementation of environmental management systems. The concept of green innovation enhances the implementation of green supply chain management with new approaches and ideas to manufacturers. Similarly, green innovation may strengthen the implementation of environmental management, especially green supply chain management to meet the environmental needs of organizations.

The results show that green human resource management has a positive effect on green innovation of small and medium enterprises, but green innovation could not play a positive mediating role between green human resource management and environmental performance. The next result of the present study is that green supply chain management has a positive effect on green innovation and environmental performance. The results also provide evidence of the mediating effect of green human resource management on the relationships between green transformational leadership support and the internal environment orientation and environmental performance.