Given the numerous environmental issues facing the hotel industry, there is growing pressure to respond to them by implementing sustainable strategies such as green human resource management (HRM) practices. Thus, there is a need to examine how green HRM enhances environmental performance. Accordingly, this study explores the causal relationship between green HRM, employees’ pro-environmental performance (P-EP), environmental awareness, and servant leadership. The data were collected from employees working in hotels in Almaty, Kazakhstan. Smart PLS was utilized to conduct validity and reliability tests and to design structural equation modeling. The findings show that environmental awareness mediates the impacts of green HRM on proactive P-EP, but does not support task-related P-EP. Also, servant leadership does not moderate the relationship between green HRM and task-related. Drawing on social exchange, social cognitive, and social learning theory, this study provides theoretical contributions, practical implications, and useful recommendations for managers and scholars in the hospitality industry.

鉴于酒店业面临众多环境问题，通过实施绿色人力资源管理 (HRM) 实践等可持续战略来应对这些问题的压力越来越大。因此，有必要研究绿色人力资源管理如何提高环境绩效。因此，本研究探讨了绿色人力资源管理、员工环保绩效 (P-EP)、环保意识和仆人式领导之间的因果关系。这些数据是从在哈萨克斯坦阿拉木图酒店工作的员工那里收集的。Smart PLS 用于进行有效性和可靠性测试以及设计结构方程建模。研究结果表明，环境意识介导了绿色 HRM 对主动 P-EP 的影响，但不支持与任务相关的 P-EP。还，仆人式领导并不调节绿色人力资源管理与任务相关的关系。本研究借鉴社会交换、社会认知和社会学习理论，为酒店业的管理者和学者提供理论贡献、实践意义和有用的建议。