This study proposes a model based on competitive advantage and signaling theories that show how green human resource management (GHRM) leads to corporate environmental sustainability and corporate social sustainability and is thus source of employer branding. Structural equational modeling was used for data analysis through Smart PLS. The results confirm that GHRM positively influences on corporate environmental sustainability, which in turn positively influences corporate social sustainability. Furthermore, the results confirm that corporate social sustainability has a positive influence on employer branding. The results also support the mediating effects of corporate environmental sustainability between GHRM and corporate social sustainability. Additionally, we show the mediating effect of corporate social sustainability between corporate environmental sustainability and employer branding. In the human resource literature, previous studies emphasize on corporate environmental sustainability. By contrast, this study confirms that a corporate social sustainability is a source of employer branding. By implementing GHRM, organizations can gain a competitive edge, which helps them attract potential employee.

中文翻译：

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绿色人力资源管理，通往雇主品牌的门户：企业环境可持续性和企业社会可持续性的中介作用

本研究提出了一个基于竞争优势和信号理论的模型，该模型展示了绿色人力资源管理 (GHRM) 如何导致企业环境可持续性和企业社会可持续性，从而成为雇主品牌的来源。结构方程模型用于通过 Smart PLS 进行数据分析。结果证实，GHRM 对企业环境可持续性产生积极影响，进而对企业社会可持续性产生积极影响。此外，结果证实，企业社会可持续性对雇主品牌具有积极影响。结果还支持企业环境可持续性在 GHRM 和企业社会可持续性之间的中介作用。此外，我们展示了企业社会可持续性在企业环境可持续性和雇主品牌之间的中介作用。在人力资源文献中，以往的研究强调企业环境的可持续性。相比之下，这项研究证实，企业社会可持续性是雇主品牌的来源。通过实施 GHRM，组织可以获得竞争优势，这有助于他们吸引潜在的员工。