The Mediating Role of Transactional and Transformational Leadership in The Effect of Green Human Resource Management on Organizational Innovation in Organizations

Abstract

Purpose – The purpose of this study is to examine the effect of Green Human Resource Management (GHRM) practices on organizational innovation and the mediating role of transformational and transactional leadership in this relationship. The study aims to reveal how GHRM policies promote innovative processes while helping organizations achieve their environmental sustainability goals.
Design/methodology/approach – The research was conducted using a quantitative approach. Data were collected through a structured questionnaire from managers and human resource professionals working in medium and large-scale enterprises, non-governmental organizations, local administrations, and public institutions in Türkiye.
Results – The findings indicate that GHRM practices influence organizational innovation both directly and indirectly through leadership styles. Specifically, transformational leadership plays a strong mediating role, while transactional leadership provides a more limited but still significant contribution. Thus, all tested hypotheses (H1–H7) were supported.
Discussion – The results demonstrate that GHRM not only promotes environmental sustainability but also supports the development of an innovative organizational culture. Particularly when supported by transformational leadership, GHRM practices can be considered a strategic tool for enhancing organizations’ innovation capabilities. In this regard, the study contributes to the theoretical literature and provides practical implications for organizations aiming to achieve sustainability and innovation goals.