This study investigates the impact of green human resource management (GHRM) practices on sustainable performance (SP) in Qatari private companies. A questionnaire survey was conducted among 216 private companies, including top management, human resource managers, quality managers, and employees. Reliability and validity tests were performed on the survey forms, followed by a partial least squares structural equation modelling (PLS-SEM) technique to evaluate the hypothesis. The study found evidence that GHRM practices have a positive impact on SP outcomes in Qatar's private companies. This empirical link between GHRM practices and SP contributes to the literature on GHRM. The results further showed that GHRM practices can lead to green empowerment among employees, thereby improving long-term sustainability. The research demonstrates the importance of GHRM practices for private companies to achieve sustainable development goals. The paper highlights the need to incorporate GHRM practices in the private sector to encourage employees to take an active role in promoting environmental sustainability, leading to long-term business success. The study offers practical implications for private companies in Qatar, suggesting that GHRM practices should be implemented to improve SP.

This study examined the influence of green human resource management (GHRM) practices on Sustainable Performance (SP) and how GHRM practices can help organizations improve their EP through Organisational Sustainability (OS) and Employee Behaviour (EB). The research was based on a questionnaire survey with 216 replies from Qatar Private companies; important respondents were from each industry, limited to top management, HR managers, quality managers, or Private companies’ employees. The questionnaires’ reliability and validity were examined. Data was investigated using the PLS-SEM route modeling technique to test the hypothesis. The empirical data demonstrate that GHRM practices considerably impact SP, with EB acting as a mediating factor. Theoretically, this study has added to the GHRM literature by identifying a link between GHRM practices and EP results in Qatari private enterprises. By examining the indirect effects of GHRM practices on SP via OS and EB, this study adds to the body of knowledge. According to the findings, GHRM practices may encourage employees to engage in green behavior to improve environmental performance.