Environmental Wellbeing at Work: The Evolving Role of Human Resource Management in Sustainable Workspaces and Employee Mental Health

Abstract

This study examined environmental wellbeing at work and its influence on employee mental health through sustainable human resource management (HRM) practices. The research adopted a quantitative design to analyse the relationships among green HRM practices, environmental wellbeing, workplace sustainability, and employee mental health. Data was collected from a sample of 300 employees working in public and private sector organizations. Statistical analysis included descriptive statistics, correlation, and regression techniques to evaluate the proposed relationships. The findings indicated strong positive perceptions of green HRM (Mean = 3.92, SD = 0.71), environmental wellbeing (Mean = 3.88, SD = 0.69), and employee mental health (Mean = 3.90, SD = 0.68). Correlation analysis revealed significant relationships between green HRM and mental health (r = 0.70), and between environmental wellbeing and job satisfaction (r = 0.76). Regression results showed that green HRM (β = 0.59, p < 0.001), environmental wellbeing (β = 0.56, p < 0.001), and workplace sustainability (β = 0.51, p < 0.001) significantly predicted employee mental health, explaining 66% of the variance (R² = 0.66). Mediation analysis confirmed that environmental wellbeing partially mediated the relationship between green HRM and mental health (indirect effect = 0.37, p < 0.001). The study concluded that sustainable HRM practices and environmentally supportive workplaces significantly enhanced employee psychological wellbeing and organizational outcomes. The findings highlighted the importance of integrating environmental sustainability into HR strategies to promote healthier and more productive work environments.

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