Prior literature has devoted limited attention to examining the relationship between green human resource management (GHRM) and organizational commitment. Additionally, the intermediary function of green human capital remains largely underexplored. To overcome this limitation, the current study extends the ability–motivation–opportunity (AMO) framework to investigate both the direct and indirect effects of GHRM within dairy firms, a sector that has received little scholarly focus in Pakistan. Using a convenience sampling method, data were collected from 287 respondents via a self-administered questionnaire. The measurement and structural models were assessed using SmartPLS (3.2.9). The results indicate that green recruitment and selection, as well as green training and development, exert a significant direct influence on organizational commitment. Furthermore, green human capital serves as a critical mediator in the relationships between green recruitment and selection, green training and development, and organizational commitment. Overall, the findings highlight the importance of GHRM practices in supporting environmental policies that encourage sustainable workplace behaviors. The study offers practical implications for policymakers and managers seeking to strengthen environmental culture and foster employees’ green conduct within organizations.
