Green HRM Practices and Organizational Performance-Related Outcomes in Pakistan's Hospitality Sector: The Mediating Role of Perceived Organizational Support and the Moderating Role of Spiritual Leadership in Employee Retention

Abstract

This study examines the relationship between green human resource management (GHRM), perceived organizational support (POS), spiritual leadership (SL) and employee retention in the hospitality and tourism sectors of Pakistan. Employee retention is treated as a workforce-related outcome relating to organizational performance, rather than as a direct measure of organizational performance. A cross-sectional survey was conducted with 300 employees in Islamabad and Rawalpindi in 2023, using simple sampling, five-point questionnaires, and SPSS-based descriptive, reliability, correlation, regression, mediation, and moderation analyses. GHRM was positively associated with POS (b = .7567, p < .001) and employee retention (b = .4421, p < .001), while POS was positively associated with retention (b = .5139, p < .001). Spiritual leadership was neither a significant direct predictor of retention (b = −.0045, p = .8396) nor a significant POS × SL interaction (b = −.0394, p = .2218). The positive indirect effect is consistent with partial mediation by POS. These findings identify organizational support as a potential explanatory mechanism linking environmentally centred HR practices to employee retention, with appropriate limitations on leadership and general organizational performance claims.

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