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This study examined the role of green human resource management (GHRM) in the environmental performance of higher education institutes (HEIs). The study also examined the mediating effect of green commitment and green behaviour. Furthermore, the study explored if green self-efficacy (GSE) moderated the relationship between green commitment and green behaviour. The ability, motivation, and opportunity (AMO) theory were employed to explain the relationship between the study's variables.

The study opted for a descriptive study using the convenience sampling technique by collecting data through a survey questionnaire administered to 208 individuals currently employed in Pakistani HEIs. Data collection was undertaken among senior, middle, and top management of the HEIs. The statistical software, partial least square structural equation modelling (PLS-SEM), was used for data analysis.

The results provide empirical insights indicating the positive relation of GHRM practices with environmental performance in HEIs. Changes in employees' behaviour through human resource management practices can ultimately affect the organisations' environmental performance. Besides, the results also demonstrated that GSE moderates the relationship between green commitment and green behaviour. The findings highlight the role of commitment level and GSE in enhancing the environmental performance of HEIs.

The study proposes that HEIs' management take adequate initiatives to implement GHRM practices.

The current study contributes to the literature by empirically examining the indirect double mediation effect of green commitment and green behaviour on GHRM and environmental performance. Furthermore, the moderating effect of GSE, which is an under-explored area, was also studied.