Strengthening Employee Mental Health through the Influence of Working Conditions, Workplace Well-Being, and Mediation on Sustainable Green HRM

Abstract

Purpose – This study aims to analyze the influence of work condition harmonization and employee welfare on employee mental health through sustainable Green Human Resource Management (Green HRM) as an intervening variable.

Design/methodology/approach – A quantitative approach was used with survey data from 200 employees across various industries. The data were analyzed using Structural Equation Modeling-Partial Least Squares (SEM-PLS).

Findings – The results show that work condition harmonization and employee welfare positively and significantly affect employee mental health. Sustainable Green HRM also significantly mediates the relationship by strengthening psychological stability and employee engagement.

Research limitations/implications – The study is limited by its cross-sectional design and self-reported data. The findings contribute to sustainable HRM literature by highlighting Green HRM as a psychosocial mechanism affecting mental health.

Practical implications – Organizations are encouraged to integrate sustainable Green HRM practices to improve employee well-being and organizational sustainability.

Originality/value – This study integrates work condition harmonization, employee welfare, mental health, and sustainable Green HRM within a single framework.