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Abstract
Green human resource management (GHRM) may support organizational sustainability, but its relationship with economic sustainability in Nepal's banking sector is under-researched. This study examined associations between five GHRM practices and economic sustainability among commercial-bank employees in Rupandehi District, Nepal. A quantitative cross-sectional survey of 310 employees was analysed using partial least squares structural equation modelling (PLS-SEM); importance-performance map analysis (IPMA) and necessary condition analysis (NCA) were also reported. The structural model explained 87.4% of the sample variance in economic sustainability (R-squared = 0.874). Green recruitment and selection, performance appraisal, rewards and compensation, and employee involvement had statistically significant positive path estimates; green training did not (p = 0.513). Employee involvement had the largest path coefficient (0.529) and the highest reported importance in the IPMA (0.529). Because the study is cross-sectional and uses convenience sampling, the findings are associational and should not be generalized beyond the study sample without further evidence. Keywords: Green Human Resource Management; Economic Sustainability; Commercial Banks; PLS-SEM; Employee Involvement.
