Mapping the path to sustainability: Prioritizing mediators in green HRM using fuzzy set theory and DEMATEL

Green Human Resource Management has become a proactive approach to boost organizational ecological performance. Because of pressures from stakeholders and regulations, organizations are required to adopt and implement GHRM practices. Extant literature shows that previous studies revealed different mediators through which GHRM practices can intensify its indirect impacts on the organizational environmental performance. However, there is a paucity of studies which accumulated and suggested key mediators based on inter-mediators' assessment and prioritization to guide organizations developing green HR strategy. Hence, to address this void in the literature, this study aims to examine nine mediators identified from the literature to suggest the most influential one/s based on experts' opinions. To deal with the vagueness of human being's perceptions, this study has applied the fuzzy set theory and decision-making trial and evaluation laboratory method to obtain and analyse experts' opinions. The analysis has revealed three key influential mediators out of nine, which can positively influence the indirect nexus between GHRM practices and environmental performance. These three key mediators having highest prominence and influential scores include: Environmental strategy (M7), Employee environmental commitment (M2), and Green organizational culture (M3). The originality of the paper lies in its thematic, practical, methodological and contextual contributions.