Abstract:
The apparel industry, which contributes over 40% of Sri Lanka’s export earnings, is
simultaneously a major source of environmental challenges, including excessive
water use, energy consumption, and waste generation. Globally, the fashion industry
accounts for nearly 10% of carbon emissions, reinforcing the urgency of adopting
sustainable practices. Within this context, the present study, grounded in Social
Learning Theory and Expectancy Theory, examines the influence of Green Human
Resource Management (GHRM) practices on organisational sustainability in the
apparel sector. The objective is to evaluate how green training, green rewards, and
green performance management affect sustainable outcomes. Adopting a positivist
philosophy and quantitative approach, the study followed a survey strategy. Data
were collected from 162 middle-level employees in the Koggala Export Processing
Zone using purposive sampling. Validated instruments with acceptable reliability
were used, and analyses were conducted through descriptive statistics and regression
in SPSS. The findings reveal that green training has the strongest positive and
significant impact on organisational sustainability, followed by green rewards and
green performance management. The study concludes that embedding GHRM
practices can transform environmental challenges into strategic opportunities,
enhancing both environmental responsibility and organisational performance. The
research is limited to one export processing zone; future studies should expand to
other industries and regions. This study contributes novel insights from a developing
economic context, demonstrating how GHRM practices enhance employee eco friendly behaviours, organisational sustainability, and long-term competitiveness.
Importantly, the findings also suggest that green initiatives positively influence
employee well-being and engagement, creating healthier workplaces while
strengthening corporate reputation with global sustainability standards.
