Green HRM Practices and Workforce Sustainability in Indian Software Firms: The Mediating Role of Employee Retention Using SEM

Abstract

Workforce sustainability is mainstream in HRM practices. This article examines how Green HRM practices could help with Employee Retention and Workforce Sustainability in selected software companies in Bangalore. Three types of study designs were utilized: quantitative, descriptive, and explanatory. Three hundred and fourteen workers from eight major software businesses filled out a structured questionnaire to provide primary data, while the companies' sustainability reports and published literature provided secondary data. We performed structural equation modeling, confirmatory factor analysis, and reliability and validity assessments using SPSS and AMOS. Employee Retention is favorably and substantially impacted by all Green HRM aspects, according to the collected data. These dimensions include Green Recruitment, Green Training and Development, Green Performance Management, Green Compensation and Rewards, and Green Employee Involvement. In fact, the results of structural equation modeling show that Green Performance Management (β = 0.30, p < 0.001) and Green Employee Involvement (β = 0.26, p < 0.001) predict Employee Retention the most. Moreover, Employee Retention predicts Workforce Sustainability (β = 0.57, p < 0.001), explaining 32% of its variance. The Workforce Sustainability was also significantly positively impacted by Employee Retention, and it explained 32% of its variance. By adding to what is already known about green HRM, this study strengthens the case for employee retention as a mediator between green HRM practices and the sustainability of the IT workforce in India.